HR MGT Exam 3

Three acts—passed over a period of almost 25 years—constitute the core of U.S. labor law:

(1) The Wagner Act (rights of unions and workers) (2) The Taft-Hartley Act (rights of management) (3) The Landrum-Griffin Act. (rights of union men=mbers in their unions)

Employers need to address two key questions in regard to whistle-blowing:

(1) When do employees have the right to speak out, with protection from retribution? (2) When do employees violate the confidentiality of their jobs by speaking out?

Documentation should include:

(1) company performance and behavior expectations, (2) the employee's specific failure to comply, (3) prior warnings or counseling with the employee, (4) expectations for future conduct, and (5) consequences for failure to correct the deficiencies.

Employers generally use one of three policies when current employees are required to undergo drug testing:

(1) random testing of everyone at periodic intervals, (2) testing only in cases of probable cause, or (3) testing after accidents.

Over the years employees have joined unions for two general reasons:

(1) they are dissatisfied with how they are treated by their employers and (2) they believe that unions can improve their work situations.

Incidence Rate

(number of injuries and illnesses x 200,000) / employee hours worked

Expatriate

(or parent-country national) is a citizen of one country who is working in a second country and employed by an organization headquartered in the first country

Elements of Works Comp

- Medical care -Replacement income -Retraining costs -Survivor benefits Can represent from 2 percent to 10 percent of payroll for employers

Recommendations on creating an employee handbook:

-Eliminate controversial phrases -Use disclaimers -Keep the handbook current

Progressive Discipline Process

-First Offense: Verbal caution -2nd offense: Written Reprimand -Third Offense: Suspension -Fourth Offense: Discharge

Workplace Stressors

-Increased volume of work -Longer work hours -Increased pace fo work and tight deadlines -Increased performance expectations and pressures

Ways to Combat Workplace Stress

-Learn coping strategies -Get enough sleep -Get regular exercise -Relax -Eat healthy, nutritious meals -Seek support from sympathetic colleagues

Types of Drug Tests

-Urinalysis -Radioimmunoassay of hair -Surface swiping -Fitness-for-duty tests (impairment)

Typical Unionization Process

1) Organizing campaign 2) Authorization Cards 3) Representation Election 4) Certification 5) Contract negotiation (collective bargaining)

The four steps to positive discipline are as follows:

1. Counseling: The goal of this phase is to heighten employee awareness of organizational policies and rules 2. Written documentation: If an employee fails to correct behavior, then a second conference becomes necessary 3. Final warning: If the employee does not follow the written solutions noted in the second step, a final warning conference is held 4. Discharge: If the employee fails to follow the action plan that was developed and problems continue, then the supervisor can discharge the employee focuses on solving problems

Recommended Employer Actions regarding Electronic Communications

1. Develop and electronic communications policy 2. Communicate the policy to employees 3. Obtain signed permission from employees 4. Monitor for business purposes only 5. Enforce the policy through disciplinary measures

Stress

The harmful physical or psychological reaction that occurs when people are subjected to high work expectations, excessive mental and physical demands, job insecurity, poor interpersonal relations, and low work-life balance

Approaches for Effective Safety Management

1. Org approach: Companies can effectively manage safety by designing safer jobs and creating policies that encourage safety 2. Engineer approach: Employers can prevent some accidents by designing machines, equipment, and work areas so that it is much more difficult for workers who perform potentially dangerous jobs to injure themselves and others 3. Individual approach: Engineers approach safety from the perspective of redesigning the machinery or the work area By combining organizational, engineering, and individual elements, companies can create an integrated approach to injury prevention

Employment At Will (EAW)

A common-law doctrine stating that employers have the right to hire, fire, demote, or promote whomever they choose, unless there is a law or a contract to the contrary, and employees can quit at any time with or without notice

EAP (Employee Assistance Program)

A company should also consider utilizing an employee assistance program (EAP) for support and counseling related to substance abuse EAPs assist troubled employees so that they can remain employed

Grievance

A complaint formally stated in writing

Carpal Tunnel Syndrome

A cumulative trauma disorder, is an injury common to people who put their hands through repetitive motions such as typing, playing certain musical instruments, cutting, and sewing

Employment Contract

A formal agreement that outlines the details of employment

Unfair Labor Practices

A number of actions that employers are legally prohibited from taking to prevent employees from unionizing

Employee Handbook

A physical or electronic manual that explains a company's essential policies, procedures, and employee benefits

Discipline

A process of corrective action used to enforce organizational rules

Arbitration

A process that uses a neutral third party to make a binding decision, thereby eliminating the need to involve the court

Decertification

A process whereby a union is removed as the representative of a group of employees

Employee Medical Records

A provision in the Americans with Disabilities Act (ADA) requires that all medical-related information be maintained separately from all other confidential files HIPAA also includes regulations designed to protect the privacy of employee medical records

Polycentric

A strong emphasis on each country as a unique environment. Practices, culture, and policies rely heavily on what is "normal" in each country. The organization operates in a local fashion with practices varying widely among operations in different countries

Ethnocentric

A strong emphasis on the home-country practices, policies, and culture. Home-country approaches dominate and operations in other countries are typically copied from the home country. The organization operates in a standardized fashion across all countries.

Health Promotion

A supportive approach of facilitating and encouraging healthy actions and lifestyles among employees

Collective Bargaining

The last step in unionization, is the process whereby representatives of management and workers negotiate over wages, hours, and other terms and conditions of employment

The process of unionizing workers may begin in one of two primary ways:

A union targets an industry, a region, or a company or Employees request union representation.

Policies

Act as general guidelines that help focus organizational actions

Norris-LaGuardia Act

Act that guarantees workers' right to organize and restricts issuance of court injunctions against nonviolent union activity such as strikes, picketing, and boycotts.

Protected Concerted Activities

Actions taken by employees working together to try to improve their pay and working conditions, with or without a union

The Occupational Safety and Health Administration (OSHA)

Administers the provisions of the law, conducts workplace inspections, and works with companies to improve worker safety Enforcement includes creating guidelines and rules, investigating, inspecting, and levying fines Developed requirements for fall protection, especially in the residential construction sector, as well as rules for confined spaces Initiated stronger enforcement efforts on behalf of temporary workers

ADA & Substance Abuse

Affects how management can handle substance abuse cases. Currently, users of illegal drugs are specifically excluded from the definition of disabled under the act Those addicted to legal substances (e.g., alcohol and prescription drugs) are considered disabled under the ADA, as are recovering substance abusers

Distributive Justice

The perceived fairness in the distribution of outcomes

Procedural Justice

The perceived fairness of the processes used to make decisions about employees

Bring Your Own Device (BYOD)

The practice of employees using their own mobile devices such as smartphones and digital tablets in the workplace

OSHA 300 Log

The primary reporting document that companies must prepare and maintain related to workplace injuries The required information recorded on the log includes the following: Employee's name and job title Date and place of injury Description of injury or illness Injury classification (as explained later in this discussion)

The Taft-Hartley Act

Allows the president of the United States to declare that a strike constitutes a national emergency. A national emergency strike is one that would impact an industry or a major part of it in such a way that the national economy would be significantly affected

Open Door Policy

Allows workers who have a complaint to talk directly to someone in management

Constructive Discharge

The process of deliberately making conditions intolerable to get an employee to quit

Separation Agreement

An agreement in which a terminated employee agrees not to sue the employer in exchange for specified benefits, such as additional severance pay or other consideration

Geocentric

An emphasis on utilizing the best ideas and practices from anywhere in the world. The idea is to create global mind-set that adopts ideas without regard to their origin. This approach is truly "global" in its application.

Implied Contract

An unwritten agreement created by the actions of the parties involved

Contractual Rights

Are based on a specific contract with an employer

Cumulative Trauma Disorder (CTD)

Are muscle and skeletal injuries that occur when workers repetitively use the same muscles when performing tasks

Rules

Are specific guidelines that regulate and restrict individuals' behavior

Statutory Rights

Are the result of specific laws or statutes passed by federal, state, or local governments

Affinity Groups

Are usually built around protected status factors such as race, gender, or religion. While affinity groups can be established and encouraged to allow sharing among employees, companies should not seek recommendations about any workplace conditions from the group

Nonpiracy Agreements

Bar former employees from soliciting business from former customers and clients for a specified period of time.

An employment agreement should address all particulars of the employment relationship, including the following:

Base pay and incentive compensation Basic and supplementary benefits and perquisites Key job functions and performance criteria Contract term Terms and conditions for terminating employment

The Employee Polygraph Protection Act prohibits the use of polygraphs for most pre-employment screening and also requires that employees must

Be advised of their rights to refuse to take a polygraph exam, Be allowed to stop the exam at any time, and Not be terminated because they refuse to take a polygraph test or solely because of the exam results.

Counterproductive Behavior

Behaviors such as workplace bullying, harassment, and assault can potentially hurt companies and their employees in many different ways

Positive Discipline Approach

Builds on the philosophy that violations are actions that usually can be corrected constructively without penalty

Ergonomics

The study and design of the work environment to address physical demands placed on individuals as they perform their jobs

Conciliation

The third party facilitates the dialogue between union and management negotiators to reach a voluntary settlement but makes no proposals for solutions

Salting

The unions hire and pay people to apply for jobs at certain companies to begin organizing efforts

Permissive Issues

Collective bargaining issues that are not required but might relate to certain jobs or practices

Workplace Violence

Consists of violent acts directed at someone who is at work or on duty (physical assault, threats, harassment, intimidation, bullying)

Union Security Provisions

Contract clauses that help the union obtain and retain members and collect union dues. One type of union security clause in labor contracts is the no-layoff policy, or job security guarantee

Workplace violence can be perpetrated by several categories of individuals:

Criminal: A crime is committed in conjunction with the violence by a person with no legitimate relationship with the business Customer: A person with a legitimate relationship with the business becomes violent Coworker: A current or past employee attacks or threatens another employee Domestic: A person who has no legitimate relationship with a business but has a personal relationship with the victim commits some form of violence against an employee

Key competencies for successful global employees, which include the following:

Cultural adjustment: Individuals who accept foreign job assignments need to be able to successfully adjust to cultural differences. Organizational requirements: Many global employers find that knowledge of the organization and how it operates is important. Personal characteristics: The experiences of many global firms demonstrate that the best employees in the home country may not be the best employees in a global assignment, primarily because of individuals' personal characteristics. Communication skills: Expatriate employees should be able to communicate in the host-country language, both verbally and in writing. Personal and family concerns: The preferences and attitudes of spouses and other family members can influence the success of expatriate assignments.

Categories of recordable injury include the following:

Death Injuries causing days away from work Injuries or illnesses causing job transfer or restricted duty Other recordable cases See section 13-2c, figure 13-6

Right to Privacy

Defined in legal terms as an individual's freedom from unauthorized and unreasonable intrusion into personal affairs

The following are primary reasons for global expansion:

Diversifying markets and customer base Extending the sales life of current products Reducing dependence on current markets by spreading risk Countering seasonal fluctuations Accessing a deeper, more diverse talent pool Accessing a cheaper, better supplies/suppliers Increasing efficiencies/economies of scale; reduce costs Obtaining investment capital

Monitoring Employee Performance

Employee activity may be monitored to measure performance, ensure performance quality and customer service, check for theft, and/or enforce company rules or law

Intellectual Property and Trade Secrets

Employer rights in this area include the following: The right to keep trade secrets confidential The right to have employees bring business opportunities to the employer first before pursuing them elsewhere A common-law copyright for works and other documents prepared by employees for their employers

Civil Rights Act and the Pregnancy Discrimination Act

Employers should not prevent women (or men) from working in hazardous jobs because of reproductive concerns. Although employers have no absolute protection from liability, the following actions can help: Maintain a safe workplace for all by seeking the safest working methods. Comply with all state and federal safety laws. Inform employees of any known risks. Document employee acceptance of any risks.

Occupational Safety and Health Act of 1970

Enacted to ensure that the health and safety of workers would be protected Every employer that is engaged in commerce and has one or more employees must comply with the act Farmers with fewer than 10 employees are exempt Established three agencies within the Department of Labor to oversee various aspects of workplace safety

Privacy Act of 1974

Enacted to protect individual privacy rights in the United States This law applies only to federal agencies and to organizations supplying services to the federal government

Conducting Video Surveillance at Work

Ensures employee security Requires employers to be careful so that employer rights and employee privacy do not collide

Lockout/Tagout Regulations

Firms must control hazardous energy such as electrical or hydraulic power by providing mechanics and tradespeople with locks and tags to make equipment inoperable during repair or adjustment to prevent accidental start-up of defective machinery

Material Safety Data Sheets (MSDSs)

Forms on which chemical manufactures and importers identify the hazards of their chemicals Indicate antidotes or actions to be taken should someone be exposed to the substances

Pulse Surveys

Frequent, short questionnaires used to solicit anonymous employee feedback.

Violence Response Team

Functions much like a safety committee but with a different focus Conducts analyses, responds to and investigates employee threats, and may even help calm angry, volatile employees Be careful- may face legal action for discrimination if violent person claims to have a disability under ADA

(OSHA) All companies must adhere to two key provisions:

General duty: The act requires that the employer has a general duty to provide safe and healthy working conditions, even in areas where OSHA standards have not been set Notification and posters: Employers are required to inform their employees of OSHA safety and health standards. OSHA posters must also be displayed in prominent locations in workplaces

Wagner Act (National Labor Relations Act)

Has been called the Magna Carta of labor and was, by anyone's standards, pro-union Employees shall have the right to self-organization, to form, join, or assist labor organizations, To bargain collectively through representatives of their own choosing, And to engage in other concerted activities for the purpose of collective bargaining or other mutual aid or protection. Employees shall also have the right to refrain from any or all of such activities except to the extent that an agreement requires membership in a labor organization as a condition of employment

OSHA

Has created a special section on its website that addresses teens and provides videos, photos, and text explanations of work-related hazards along with worker rights and responsibilities

Most Common OSHA Violations

Imminent danger Serious Other than serious De minimis Willful and repeated The penalty for a willful and repeated violation can be high, up to $129,336 per violation based on estimated inflation

Ergonomics Analysis

Includes reviewing physical, environmental, and psychological stressors and finding ways to reduce their impact on workers

Illegal Issues

Includes those collective bargaining issues that would require either party to take illegal action

Progressive Discipline Approach

Incorporates steps that become progressively more severe and are designed to change the employee's inappropriate behavior

Ombuds

Individuals outside the normal chain of command who act as independent problem solvers for both management and employees

Whistleblower

Individuals who report real or perceived wrongs committed by their coworkers or employers

ADA & FMLA

Injured workers may be entitled to time off under the FMLA while recuperating from injuries sustained on the job.

Possible Topics for an Employee Handbook

Introduction General employment policies Workplace conduct Compensation and benefits

Wrongful Discharge

Involves the termination of an individual's employment for reasons that are illegal or improper Having a well-written employee handbook, training managers, and maintaining adequate documentation are key ways to prevent wrongful discharge

The National Institute for Occupational Safety and Health (NIOSH)

Is a supporting body that conducts research and develops safety standards

Bullying

Is behavior that the victim perceives as oppressive, humiliating, threatening, or infringing on the target's human rights and that occurs over an extended period of time

Bargaining Unit

Is composed of all employees eligible to select a single union to represent and bargain collectively for them

Union Authorization Card

Is signed by employees to designate a union as their collective bargaining agent

Workers comp fraud

It is estimated that about one-fourth of the workers' compensation claims filed are fraudulent Fraud may also be committed by employers who underreport injuries or misclassify employees to avoid paying high premiums

It is most appropriate to test for drugs when the following conditions exist:

Job-related consequences of the abuse are severe enough that they outweigh privacy concerns. Accurate test procedures are available. Written consent of the employee is obtained. Results are treated confidentially, as are any related medical records. Employer offers a complete drug rehabilitation program, including an employee assistance program.

Child Labor Laws

Laws passed over many decades, beginning in the 1830s, by state and federal governments, forbidding the employment of children and young teenagers, except at certain carefully specified jobs.

Some best practices for utilizing safety committees include the following:

Leadership involvement Committee selection Committee structure

Lockout

Management shuts down company operations to prevent union members from working

Firm Choice Option

Managers confront employee privately about unsatisfactory work-related behavior

Dealing with an OSHA inspection

Managers should ask to see the inspector's credentials Next, the company HR representative or safety professional should insist on an initial conference with the compliance officer During the inspection, the officer checks organizational records to see if they are being maintained and to determine the number of accidents that have occurred Following this review of the safety records, the officer conducts an on-the-spot inspection After, the compliance officer can issue citations for any violations of standards and provisions of the act

Grievance Arbitration

Means by which a third party settles disputes arising from different or conflicting interpretations of a labor contract

Complaint

Merely an indication of employee dissatisfaction

Alternative Dispute Resolution (ADR)

Methods such as arbitration, peer review panels, ombuds, and mediation

Mandatory Issues

Negotiating topics and collective bargaining issues identified specifically by labor laws or court decisions as subject to bargaining

Blood-borne Pathogens and Infectious Diseases

OSHA has established a standard regarding exposure to blood-borne pathogens such as the hepatitis B virus (HBV) and the human immunodeficiency virus (HIV)

Responsibilities

Obligations to perform certain tasks and duties

Termination

Occurs when an employee is removed from a job at an organization

Due Process

Occurs when an employer is determining if there has been employee wrongdoing and uses a fair process to give an employee a chance to explain and defend his or her actions

Incivility

Occurs when rude behavior by ill-mannered coworkers or bosses makes the targets of incivility feel annoyed, frustrated, or offended

Wagner Act (1935)

Officially "National Labor Relations Act"; established National Labor Relations Board to administer labor laws and union elections; protected the rights of most workers in the private sector to organize labor unions, to engage in collective bargaining, and to take part in strikes and other forms of concerted activity in support of their demands. Highest legislative achievement for unions in US history.

Licensing Agreement

Organization leaders may sell the rights to their products or trademarks to producers in foreign markets

Elements of a Disaster Plan

Organizational assessment Human impact planning Disaster training

Organizations with effective safety management programs take many of the following steps to reduce accidents

Organizational commitment to safety Safety policies, discipline, and recordkeeping Safety training and communication Effective safety committees Inspection, investigation, and evaluation Accident reduction using ergonomics

Peer Review Panels

Peer review panels use fellow employees and perhaps a few managers to resolve employment disputes

Yello Dog Contracts

Pledges by workers not to join a labor union

Honesty and Polygraph Tests

Polygraph tests may be used as part of an internal investigation for employees who are reasonably suspected of involvement in a workplace incident (theft, embezzlement, etc.) that resulted in specific economic loss or injury to the employer

Right

Powers, privileges, or interests derived from law, nature, or tradition

Effectively managing a crisis that a company faces can be detailed in three basic steps:

Pre-crisis: Identify how crises can be avoided through proper preparation, risk assessment, and disaster prevention. Crisis: Craft a plan that enables the firm to adequately identify and respond to a crisis. Post-crisis: Identify how the organization can better respond to the same or a similar crisis if it were to happen again.

Noncompete Agreements

Prohibit individuals who leave an organization from working with an employer in the same line of business for a specified period of time

Procedures

Provide customary methods of handling activities and are more specific than policies

Dues Checkoff Clause

Provides for the automatic deduction of union dues from the payroll checks of union members, thus enabling employers to transfer dues to unions through one comprehensive payment

The courts have recognized certain exceptions to EAW as follows:

Public policy exception: This exception to EAW holds that employees can sue if fired for a reason that violates public policy Implied contract exception: This exception to EAW holds that employees should not be fired as long as they perform their jobs Good-faith and fair-dealing exception: This exception to EAW suggests that a covenant of good faith and fair dealing exists between employers and at-will employees, including agreements and stipulations that appear in employee handbooks Statutory exception: This exception to EAW indicates that protected class characteristics cannot be used as a reason to terminate employees (i.e., religion, sex, race, etc.).

Regiocentric

Rather than emphasizing each individual nation's uniqueness, countries are considered as aggregates within a region. European Union, North America, and Asia might represent regions where practices and policies are standardized but differ across the regions. This is a blending of the ethnocentric and regiocentric orientations.

Just Cause

Reasonable justification for taking employment-related action

Required by the Landrum-Griffin Act, unions must file a financial report detailing all receipts and disbursements of funds along with a breakdown of payments made for the following activities:

Representational activities Political activity and lobbying Contributions, gifts, and grants General overhead Union administration

Standards for Personal Protective Equipment (PPE)

Require that employers analyze job hazards, provide adequate PPE to employees in hazardous jobs, and train them in the use of PPE items

Data Protection Act

Requires employers to keep personnel records up to date and keep only the details that are needed

The Drug-Free Workplace Act of 1988

Requires government contractors to take steps to eliminate employee drug use

Closed Shop

Requires individuals to join a union before they can be hired

The following guidelines are offered regarding employer access and storage of employee records:

Restrict access to records to a limited number of individuals. Use confidential passwords for accessing employee records in various HR databases. Set up separate files and restricted databases for particularly sensitive employee information. Inform employees about which types of data are retained. Purge employee records of outdated data. Release employee information only with employee consent.

No-solicitation Policy

Restrict employees and outsiders from distributing literature or soliciting union membership on company premises

The Occupational Safety and Health Review Commission (OSHRC)

Reviews OSHA enforcement actions and addresses disputes between OSHA and employers that are cited by OSHA inspectors

Management Rights

Rights reserved so that the employer can manage, direct, and control its business

PPE

Safety glasses, hard hats, and safety shoes, etc. Employers are required to provide PPE to all employees (at no cost) who work in an environment that presents hazards or who might have contact with hazardous chemicals and substances on the job

Child Labor Law Restrictions

Section 13-1c, Figure 13-3 Penalties for violating these provisions can be costly; a single charge may result in a minimum fine involving thousands of dollars

Examples of indirect, direct and immeasurable costs of accidents

Section 13-3, figure 13-7

Accident Investigation Process

Section 13-3e, figure 13-8

TIPS: Unfair Labor Practices during Organizing Campaigns

Section 15-4c, Figure 15-9

Global Expansion Methods

Section 16-2c, figure 16-4

Hofstede Model of Country Culture Dimensions

Section 16-2d figure 16-5

(Noncompete contract) reasonable practices that have some legal basis:

Sets reasonable limits on the expectations of employees not looking for work elsewhere Typical duration under two years Restricts activity to a logical geographic scope Grants employees additional "consideration" beyond regular employment Limits employees from working within the current area of specialization but does not prohibit employment in new fields

Reluctance to Discipline

Some of the main reasons include the following: -Organizational culture of avoiding discipline - Lack of support - Guilt - Fear of loss of friendship -Avoidance of time loss - Fear of lawsuits

Multinational Enterprise (MNE)

Sometimes called a transnational enterprise, is an organization that has facilities and other assets in at least one country other than its home country

Process Safety Management (PSM)

Standards that focus on hazardous chemicals

Employee stock ownership plans (ESOPs)

Stock plans in which an organization contributes shares of its stock to an established trust for the purpose of stock purchases by its employees

European Union

The 28 member states of the European Union created a single internal market that allows for the free movement of goods and people across the borders of these countries

Employee Protection

The Sarbanes-Oxley Act and antiretaliation rules issued by OSHA, provide some protection for corporate whistle-blowers

Additional Proposed Alliances

The Transatlantic Trade and Investment Partnership (TTIP) and Trans-Pacific Partnership (TPP) are additional alliances that have been proposed

Steps in a Grievance Procedure

The employee discusses the grievance with the union steward (the representative of the union on the job) and the supervisor. The union steward discusses the grievance with the supervisor's manager and/or the HR manager. A committee of union officers discusses the grievance with appropriate company managers. The representative of the national union discusses the grievance with designated company executives or the corporate industrial relations officer. If the grievance is not solved at this stage, it goes to arbitration. An impartial third party may ultimately dispose of the grievance.

The conditions for refusing work because of safety concerns include the following:

The employee's fear is objectively reasonable. The employee has tried to have the dangerous condition corrected. Using normal procedures to solve the problem has not worked.

Organizational Justice

The fairness of decisions and resource allocations in an organization

Nonsolicitation of Current Employees

These limitations are created to protect the company from former employees attempting to recruit former coworkers or clients, essentially poaching talent or business

Return to work plans

These plans monitor employees who are off work because of injuries and illness with the goal of having them return to do restricted duty work that is less physically demanding until they are able to perform their full range of job duties

The Railway Labor Act (RLA) of 1926

This act gave railroad employees "the right to organize and bargain collectively through representatives of their own choosing." In 1936, airlines and their employees were added to those covered by the RLA

North American Free Trade Agreement—1994 (NAFTA)

This agreement promotes free trade between Canada, Mexico, and the United States

Strike

Union members refuse to work in order to put pressure on an employer

Three of the different types of "shops" are as follows:

Union shop: Workers must join the union, usually 30 to 60 days after being hired. Agency shop: Workers who don't join the union must make payments equal to union dues and fees to get union representation services. Maintenance-of-membership shop: Workers must remain members of the union for the period of the labor contract.

Substance Abuse

Use of illicit substances or misuse of controlled substances, alcohol, or other drugs

Employees who constitute a bargaining unit have mutual interests in the following areas:

Wages, hours, and working conditions Traditional industry groupings for bargaining purposes Physical location and amount of interaction and working relationships between employee groups Supervision by similar levels of management

Taft-Hartley Act (Labor Management Relations Act)

Was passed in 1947 as a means to offset the pro-union Wagner Act by limiting union actions. It was considered to be pro-management and became the second major labor law

Landrum-Griffin Act (Labor Management Reporting and Disclosure Act)

Was passed in 1959 to protect the democratic rights of union members. The need for these member protections grew from instances of corruption within the Teamsters and other unions

Ratification of the Labor Agreement

Which is a process by which union members vote to accept the terms of a negotiated labor agreement.

Right to Work Laws

Which prohibit requiring employees to join unions as a condition of obtaining or continuing employment

Compulsary Arbitration

Which requires employees to sign a pre-employment agreement stating that all disputes will be submitted to arbitration

Negative Impacts of Substance Abuse in the Workplace

Work performance Personal behavior Financial costs (Figure 14-6, section 14-4b)

Open Shop

Workers cannot be required to join or pay dues to a union

Mediation

_______________ has a number of advantages, including the ability to save money/time and facilitate confidentiality, as well as the capacity to develop unique and beneficial dispute outcomes

Offshoring

a broad term describing a company's relocation of a business process or operation from one country to another

Third-country National

a citizen of one country who is working in a second country for an organization that is headquartered in a third country

Host-country National

an employee working in their home country for a firm that is headquartered in a different country. For example, McDonald's may hire German workers to manage a restaurant in Berlin

Security Audit

comprehensive review of organizational security sometimes called a vulnerability analysis

Joint Ventures

created between two or more partners who share ownership and risk in the investment

Reshoring

firms brought jobs that had been offshored back to the United States

Foreign Direct Investment

occurs when a company takes a controlling ownership interest in a business in another country

Acquisition

one company being bought by another, which typically results in the acquired company being folded into the acquirer's business

Repatriation

returning the expatriate to the home country, must also be executed well for the organization to capitalize on the benefits of the overseas assignment

Interactional Justice

the extent to which a person affected by an employment decision feels treated with dignity and respect

Outsourcing

transferring the management and performance of a business function to an external service provider

Merger

two companies that combine their businesses together to create a new business entity

Piggyback

when an organization partners with another firm that sells complementary products or services