Chapter 13
Collective bargaining
the process that labor unions and employers use to reach agreement about wages, benefits, hours worked, and other terms about conditions of employment.
Craft Unions
unions organized to represent the interests of members with specialized craft skills.
Industrial unions
unions that have traditionally represented semiskilled and unskilled owrkers in a particular industry
Unfair Labor Practices
violations of the NLRA that deny rights and benefits to employees and can be the result of employer or union activity.
Collective Bargaining
when the employer and union negotiate in good faith on wages, benefits, work hours, and other employments terms and conditions.
Conciliation
a type of facilitation used when an impasse occurs in a collective bargaining session so that both parties keep working toward an agreement until they can resolve the issue at hand.
Good faith bargaining
the process that requires parties to meet at a reasonable time and come to the bargaining table ready to reach a collective bargaining agreement.
Impasse
the situation in which both parties have made their final offer and are not willing to make further concessions.
Mandatory bargaining topics
topics that must be negotiated, including compensation and benefits, hours of employment, and other conditions of employment.
Open Shop
does not discriminate based on union membership.
Norris-LaGuardia Act of 1932
Made it easier for employees to engage in union-organizing activities.
National Labor Relations Act of 1935
Protects rights of employees and employers. Encourage parties to engage in collective bargaining. Control activities so economy wouldn't be adversely affected by their actions.
Labor Unions
are groups of at least two employees who band together as a single entity to address pay, hours and working conditions with their employers.
Grievance
a charge by one or more employees that management has violated their contractual rights.
Card checks
a process whereby a company recognizes a union once the union has produced evidence that the majority of workers have signed the authorization cards indicating that they want the union to represent them.
National Emergency Strike
a strike or lockout prevented by the government because it affects an entire industry, or a substantial part of it, and/or national health and safety are imperiled.
Union Steward
a union member that serves as a liaison between the rest of the employees and the leadership of a union.
Labor Management Relations Act of 1947
amend to the Wagner act to clarify what is considered unfair labor practices by unions and employees.
Neutrality agreements
an arrangement in which a company agrees that it will not express its views about unionization during the time when signatures are collected.
Interest-based bargaining
an extension of integrative bargaining in which each party looks for common goals in order to meet the interests of the other party.
Decertification
the process of terminating union representation resulting in union no longer representing the employees engaging in collective bargaining on their behalf.
Bad faith bargaining
entering into a collective bargaining situation with no intention of reaching an agreement or in some other way violating the protocol for appropriate collective bargaining.
International Unions
federations of local unions. Local unions pay dues to the federation in order to provide services that are difficult or costly to do by themselves(such as lobbying for legislations and organizing conventions).
Grievance Process
formal steps that must be followed to settle disputes between labor and management.
Surface bargaining
going through the motions of negotiations with no intent of reaching an agreement.
Integrative bargaining
negotiation strategy in which each party cooperates and works to reach a win-win outcome
Distributive Bargaining
negotiation strategy used when the goals of one party are in direct conflict with the goals of the other party and results in a winner and a loser.
Permissive Topics
non-mandatory issues such as employee rights, managerial control, and benefits for retired union members, that are often part of the collective bargaining negotiations and agreement.
Collective bargaining agreement
occurs when the employer and union negotiate in good faith on employment terms and conditions to generate a written contract.
Employee Associations
professional employees (healthcare workers, clerical workers, and teachers).
Railway Labor Act of 1926
provides a peaceful way for railroads and their employees to resolve their disputes; also applies to common carrier rail service and commercial airline employees.
Federal Mediation and Conciliation Service
provides both unions and employers free mediation, conciliation and voluntary arbitration for resolving disputes.
Union Shop
requires all workers except managers in an organizations to become members in the union within a certain period of time after being hired.
Agency shop
requires nonunion workers to pay an agency fee for its services in negotiating contracts.
Closed Shop
requires workers to join a union before they can be hired and requires employers to go to the union first to hire new employees.
Hard Bargaining
taking a strong position on an issue.
Protected Concerted Activity
when two or more non-union employees act together to try to improve working conditions, or when a single employee approaches management after conferring with other employees on their behalf, or is action on behalf of other employees, their actions are covered by NLRA