Wagner Act provides legal frame work in collective bargaining to settle disputes with managemt.

offered in public sector jobs (not private sector) which allow organized labor unions to give workers a formal and independent voice through collective actions in setting employment terms and conditions. Strategy of balancing power and handling business conflicts in less-costly manner. 

craft union - (craftsman) A specialized skill. Unions that that organize members of a particular skill or trade, such as electricians or plumbers.

industrial union- (within an industry) made up of members who work in any number of positions in a given industry, such as the auto or steel industry

closed shop- requires members to join union before hiring; mostly illegal; most restrictive union security measure that doesnt allow managemt to hire outside union.

union shop- requires membership within a certain time frame after being hired and reqires maintanence of membership

agency shop- does not require union membership, but fees are collected to support union

Structural Changes in the Economy—There is a decline in manufactoring jobs and an increase in service jobs. Service jobs are more replacable than manufacturing jobs that require skill-sets.

Increased Employer Resistance— large employers are increasing desire to become union free. Union members are paid more than non-union members

Substitution with HRM— HRM policies and practices may encourage positive employee relations in nonunion companies, and therefore union representation is not desired by employees.

Substitution by Government Regulation— control in employment laws that reduce the areas in which unions can make a contribution.

Worker Views—there is an anti-union perspective from workers

Union Actions—Corruption, resistance to obvious economic change, and questionable openness to women and minorities have all hurt the perception of unions.

Employers cannot interfere with, restrain, or coerce union employees

Employers cannot dominate or interfere with a union.

Employers may not discriminate against an individual for exercising his or

her right to join or assist a union.

Employers may not discriminate against employees for providing testimony relevant to enforcement of the NLRA. 

Employers cannot refuse to bargain collectively with a certified union

Prohibits employers from interferring and/or discriminating agains unions and union members. Unions are protected by Wagner Act to exercise rights in collective bargaining  

Taft-Hartley Act - outlawed unfair labor union practices and protected nonunion members to exercise nonunion rights.

Landrum-Griffin Act- requires disclosures of finances and conduct of elections

These are memberships that allow services rendered in unions but there is no representation in collective bargaining agreements.

TSA security at the airport offered associate union memberships which allowed insurance coverage and information, but workers were not apart of the union in organized collective bargaining actions.

distributive bargaining- one party gains while the other party loses creating a win-lose situation; seen in WAGE negotitations

integrative bargaining- solutions benefit both sides in negotiation process creating a win-win for both; seen in WORKING CONDITION discussions

attitudinal structuring- the relationship between laborers and managers where personalities become evident; trust is important in the negotitation process

intraorganizational bargaining- each group within the organization has its own priorities with variable interests

early-  create negotiation plans to discuss issues that will be addressed

middle- each party sees where priorities lie to determine where focus needs to be

final- momentum builds towards a settlement being reach and may involve interactions between facilitators and negotiators.

(will the company make money in the long-run and short-run)

1) Can the company remain profitable in the LONG RUN if it decides to agree with union demands?

2) Can the company operate in the SHORT RUN if a strike occurs?

Most negotitations do not result in a strike because things are resolved after a short period of time since strikes do not benefit either party.

The strike lasted for 15 days and resulted in customers not recieving their packages. If strikes occur and products cannot be delivered, customers will do business elsewhere which creates losses for the company under strike.

MAJOR LOSSES CAN RESULT.

mediators- a third party with no formal authority to draw conclusions that works with two parties to resolve the issue and come to a negotiating agreement 

fact-finders- finds information based on the dispute for both parties to understand where the truth lies.

arbitrators- a neutral party makes a final and binding decision which could end up not benefiting either party. Rights arbitrators are favored more than interest arbitrators.

Rights arbitration is favored more than interest arbitration because rights arbitration focuses on interpretting the rights stated in the contract while interest arbitration decides upon outcome of the contract negotiation.

My note:

(Rights are stated and supported vs sole interest in outcome)

This requires that all bargaining unit members, whether union members or not, have equal access to the grievance process with appropriate representation in the process.

includes increasing worker involvement - more involvement of employees in making decisions which increases job satisfaction

participation - to increase cohesion in work environment

reorganizing work to increase flexibility  - working with unions

It is in the benefit of the company to work efficiently, cohesively, and productively due to the threat of competition in other companies 

Unions influence wages, benefits and pay and promotion. Unions seek to promote group solidarity to avoid arbitrary treatment on individual employees when managers are promoting pay or promotions for individual performance differences. 

Although union wages are relatively higher, job satsifaction is lower because of less positive perceptions of unions, less promotional opportunities, and the interest and discretion in union members work.