Dessler ch 15-labor relations and collective bargaining

PowerPoint Presentation by Charlie CookPowerPoint Presentation by Charlie CookThe University of West AlabamaThe University of West Alabama

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Human Resource Human Resource ManagementManagement

ELEVENTH EDITIONELEVENTH EDITION

G A R Y D E S S L E RG A R Y D E S S L E R

© 2008 Prentice Hall, Inc. © 2008 Prentice Hall, Inc. All rights reserved.All rights reserved.

Labor Relations and Collective BargainingLabor Relations and Collective Bargaining

Chapter Chapter 1515

Part 5 | Employee RelationsPart 5 | Employee Relations

© 2008 Prentice Hall, Inc. All rights reserved. 15–2

After studying this chapter, you should be able to:After studying this chapter, you should be able to:

1.1. Give a brief history of the American labor movement.Give a brief history of the American labor movement.

2.2. Discuss the main features of at least three major Discuss the main features of at least three major pieces of labor legislation.pieces of labor legislation.

3.3. Present examples of what to expect during the union Present examples of what to expect during the union organizing drive and election.organizing drive and election.

4.4. Describe five ways to lose an NLRB election.Describe five ways to lose an NLRB election.

5.5. Illustrate with examples bargaining that is not in good Illustrate with examples bargaining that is not in good faith.faith.

6.6. Develop a grievance procedure.Develop a grievance procedure.


What Do Unions Want?What Do Unions Want?

Union Security

Improved wages, hours, working conditions, and

benefits

Aims of Unions


Union SecurityUnion Security

Closed Shop

Open Shop

Union Shop

Types of Union Security

Agency Shop

Maintenance of

Membership


The AFL-CIOThe AFL-CIO

• The American Federation of Labor and The American Federation of Labor and Congress of Industrial Organizations (AFL-CIO)Congress of Industrial Organizations (AFL-CIO) A voluntary federation of about 100 national and A voluntary federation of about 100 national and

international labor unions in the United States.international labor unions in the United States.

• Structure of the AFL-CIOStructure of the AFL-CIO Local unionsLocal unions

National unionsNational unions

National federationNational federation

• Change to Win CoalitionChange to Win Coalition


The Organizing DriveThe Organizing Drive

• Employer Responses to OrganizingEmployer Responses to Organizing Can attack the union on ethical and moral grounds Can attack the union on ethical and moral grounds

and cite the cost of union membership.and cite the cost of union membership.

Cannot make promises of benefits.Cannot make promises of benefits.

Cannot make unilateral changes in terms and Cannot make unilateral changes in terms and conditions of employment that were not planned to conditions of employment that were not planned to be implemented prior to the onset of union be implemented prior to the onset of union organizing activity.organizing activity.

Can inform employees of their right to revoke their Can inform employees of their right to revoke their authorization cards.authorization cards.


The Organizing Drive (cont’d)The Organizing Drive (cont’d)

• Union Activities During OrganizingUnion Activities During Organizing Unions can picket the company, subject to three Unions can picket the company, subject to three

constraints:constraints:

It must file a petition for an election within 30 days It must file a petition for an election within 30 days after the start of picketing.after the start of picketing.

The firm cannot already be lawfully recognizing The firm cannot already be lawfully recognizing another union.another union.

There cannot have been a valid NLRB election There cannot have been a valid NLRB election during the past 12 months.during the past 12 months.


NLRB Hearing Officer’s DutiesNLRB Hearing Officer’s Duties

• Determining if the record indicates there is Determining if the record indicates there is enough evidence to hold an election.enough evidence to hold an election.

Did 30% of the employees in an appropriate Did 30% of the employees in an appropriate bargaining unit sign the authorization cards?bargaining unit sign the authorization cards?

• Deciding what the bargaining unit will be.Deciding what the bargaining unit will be.

The bargaining unit is the group of employees that The bargaining unit is the group of employees that the union will be authorized to represent and bargain the union will be authorized to represent and bargain for collectively.for collectively.


The Union Organizing Drive and Election The Union Organizing Drive and Election (cont’d)(cont’d)

• The Supervisor’s RoleThe Supervisor’s Role Unfair labor practices by supervisors:Unfair labor practices by supervisors:

Could cause the NLRB to hold a new election after Could cause the NLRB to hold a new election after the company has won a previous election.the company has won a previous election.

Could cause the company to forfeit the second Could cause the company to forfeit the second election and go directly to contract negotiation.election and go directly to contract negotiation.


The Collective Bargaining ProcessThe Collective Bargaining Process

• What Is Collective Bargaining?What Is Collective Bargaining? Both management and labor are required by law to Both management and labor are required by law to

negotiate wages, hours, and terms and conditions of negotiate wages, hours, and terms and conditions of employment “in good faith.”employment “in good faith.”

• What Is Good Faith Bargaining?What Is Good Faith Bargaining? Both parties communicate and negotiate.Both parties communicate and negotiate.

They match proposals with counterproposals in a They match proposals with counterproposals in a reasonable effort to arrive at an agreement.reasonable effort to arrive at an agreement.

Neither party can compel the other to agree to a Neither party can compel the other to agree to a proposal or to make any specific concessions.proposal or to make any specific concessions.


Classes of Bargaining ItemsClasses of Bargaining Items

MandatoryItems

IllegalItems

Categories of Bargaining Items

VoluntaryItems


Impasses, Mediation, and StrikesImpasses, Mediation, and Strikes

• An Impasse An Impasse Usually occurs because one party is demanding Usually occurs because one party is demanding

more than the other will offer. more than the other will offer.

Sometimes an impasse can be resolved through Sometimes an impasse can be resolved through a third party—a disinterested person such as a a third party—a disinterested person such as a mediator or arbitrator. mediator or arbitrator.

If the impasse is not resolved:If the impasse is not resolved:

The union may call a work stoppage, or strike, to The union may call a work stoppage, or strike, to put pressure on management.put pressure on management.

Management may lock out employees.Management may lock out employees.


StrikesStrikes

Economic Strike

Unfair Labor Practice Strike

Wildcat Strike

Sympathy Strike

Types of Strikes


GrievancesGrievances

• GrievanceGrievance Any factor involving Any factor involving

wages, hours, or wages, hours, or conditions of employment conditions of employment that is used as a complaint that is used as a complaint against the employer.against the employer.

• Sources of GrievancesSources of Grievances DisciplineDiscipline SenioritySeniority Job evaluationsJob evaluations Work assignmentsWork assignments OvertimeOvertime VacationsVacations Incentive plansIncentive plans Holiday payHoliday pay Problem employeesProblem employees


K E Y T E R M SK E Y T E R M S

closed shopclosed shop

union shopunion shop

agency shopagency shop

open shopopen shop

right to workright to work

Norris-LaGuardia Act (1932)Norris-LaGuardia Act (1932)

National Labor Relations (or Wagner) ActNational Labor Relations (or Wagner) Act

National Labor Relations Board (NLRB)National Labor Relations Board (NLRB)

Taft-Hartley Act (1947)Taft-Hartley Act (1947)

national emergency strikesnational emergency strikes

Landrum-Griffin Act (1959)Landrum-Griffin Act (1959)

union saltingunion salting

authorization cardsauthorization cards

bargaining unitbargaining unit

decertificationdecertification

collective bargainingcollective bargaining

good faith bargaininggood faith bargaining

voluntary bargaining itemsvoluntary bargaining items

illegal bargaining itemsillegal bargaining items

mandatory bargaining itemsmandatory bargaining items

impasseimpasse

mediationmediation

fact finderfact finder

arbitrationarbitration

strikestrike

economic strikeeconomic strike

unfair labor practice strikeunfair labor practice strike

wildcat strikewildcat strike

sympathy strikesympathy strike

picketingpicketing

corporate campaigncorporate campaign

boycottboycott

inside gamesinside games

lockoutlockout

injunctioninjunction

grievancegrievance

Dessler ch 15-labor relations and collective bargaining

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