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| pertain to conflicts of interest of the employer and the employee. Example: Higher wages and lower labor costs |
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| employees might strike to win better wages, benefits, and work rules. these strikes stem from bargaining impasses where the two sides are not coming to an agreement |
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| An employer initiated action that does not allow the employee to come to work during a bargaining impasse |
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| unfair labor practices strike |
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Definition
| if employees are striking to force an employer to recognize and bargain with their union, it is called a recognition strike, striking ti support other wooers who on stike is a sympathy strike, |
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| replacement workers that hired during a union strike and once the strike is over they are not required to leave and may stay permanently |
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| mackay radio and telegraph company |
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| resulted in the Mackay doctrine after the a group operators went on strike and the company brought in other workers from other cities. the strike ended quickly yet some of the replacements wanted to stay permanently thus making there where 5 less jobs available. |
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| Temporary can be used during an employer lockout, but once the lockout is over the replacement workers have to quit and allow the full time employees to return to work. |
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| A campaign that against a certain company and encourages that companies customers to shop other places rather then that particular company |
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| The NLRB does not allow secondary boycotts on secondary employers. A secondary employer that is not in anyway related to the company but may supply the company with materials for their business. |
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| work to rule campaign (work slow down) |
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Definition
| When the employees do everything to the book as the employer have stated in a rule book making go slower and sometimes difficult to get done. |
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Term
| Partial strikes, Quickies, intermittent strike |
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Definition
Partial strike is when the employees will refuse to do over time,
Quickie is when they strike for a day or even an hour.
Intermittent is when there is a series of quickie strikes. |
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| creating pressure from outside people in the community creating a negative outlook of the company. |
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| a dispute resolution process in which a neutral third party help negotiators avoid or resolve an impasse by reaching an agreement. |
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Definition
| to resolve interest disputes that results in new contractual terms governing wages and terms and an conditions of employment. |
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| when a third party does an investigation of the bargaining impasse and issues a non binding recommendation for a settlement |
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| interpreting, applying, and resolving conflicts regarding collective bargaining agreements. it involves rights disputes. the center dispute resolution because of the belief that workplace justice and efficiency are best achieved through written workplace laws enforces by a private system of workplace dispute resolution. |
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| length of employment with the employer. objective and also resonates with basic ideas of fairness, used for allocating employment opportunities. layoffs are frequently done by universe seniority |
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| require the employer to hire inly union members |
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Definition
| requires employees to become union members after thy are hired. |
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Definition
| required employees to pay union dues after they are hired even if they are not part of the union. |
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Definition
| the rights that workers only need to pay the amount that goes collective bargaining and contract administration. less the union full dues |
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| duty of fair representation |
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Definition
| a union that wins the NLRB election becomes the exclusive bargaining agent for that bargaining unit. |
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| management rights clauses |
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Definition
| embody management's longstanding insistance on maintiaining sole authority over traditional management functions such as hiring firing assigning work determining job content and deciding what to produce and how and where to make it. |
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Definition
| conflicts over the interpretation, application, ad enforcement of contracts inevitability occur, and contract administration to settle these rights disputes is a key topic in US labor relations. read over this section. |
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Definition
| involves a hearing before a a third party person who issues a decision that is binding on the parties. it only focuses on grievances. |
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| common law of the workplace |
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Definition
| the written rules and unwritten customs developed in each workplace by the union contract, intent of the negotiators, and past practices. |
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| the requirement that employees be disciplined or discharged only when there is just cause. it must be a valid issues involving work. |
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| seeks to protect workers against managerial abuse by controlling the rewards and allocation of jobs. |
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| these programs focused on the improving the work environment such as through improved ventilation, and the nature of the employee and supervisor relations. |
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Definition
| provide a forum for workers to make suggestions about how to improve productivity and quality through regular group meetings with supervisors |
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| JIT inventories, smooth flow of materials, teamwork, and off line quality circles to deliver continuous process improvements. |
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Definition
| autonomous groups of employees who are responsible for a set of job tasks as well as routine maintenance. |
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| labor management partnership |
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Definition
| a formal initiative in which workers and union leaders participative in organizational decision making bend the daily work related decisions of employee empowerment sand beyond the usual collective bargaining subjects. |
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Definition
| the incorporation of labor, environmental, public health, and other standards into trade agreements and the ability to imps fade sanctions on countries that violate these standards |
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| corporate code of conduct |
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Definition
| A written statement of standards that a company pelages to follow in its business activities. |
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Definition
| in britain collective bargaining has traditionally occurred only if parties voluntarily agreed. absence of legal force |
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| peak level agreements on social and economic issues. |
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| Industry wide bargaining that produces a contract for the entire sector |
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| future: Solidarity unionism |
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Definition
| generally rely on increasing labor power through enhanced soliditary within and across workplaces. closest model to the existing |
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Term
| Future: social movement unionism |
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Definition
| rejects the narrow business unionism focus on workplace based collective bargaining and instead sees labor unions as representatives of the entire working class and as part of a broader social movement of community, social, and political activist group. |
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| Future: efficiency enhancing unionism |
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Definition
| sees labor unions as strategic business partners that can help advance productivity , quality, and competiveness |
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Term
| Future: employee empowerment unionism |
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Definition
| negotiate processes rather than outcomes and thus provide the framework for greater employee autonomy, discretion, and empowerment. |
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| Future: Associational unionism |
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Definition
| balance will be achieved through rule based contracts |
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| Future: shareholder model |
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Definition
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| Read about the strengthening, deregulating, and loosening the NLRA |
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Definition
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Term
| globalization and its effect |
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Definition
| ultmately globaliation decreases the demand for unskilled workers, making it so the laborers have less bargaining power. U.S. unions are struggling to preserve the legitimacy of collective bargaining in the face of the pressures of globalizations. multinational corps wanting to expand globally will undermine nationally focused unions and government regulations. |
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Definition
| Change labor utilization through varying work hours or number of employees. Neg: lack of hours |
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Term
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Definition
| make compensation responsive to change in completive pressures and organizational performance. Neg: Risky, Uncertain comp, potential for managerial abuse. |
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Definition
| Easily shift workers into different jobs in response to changing customer demands and production needs. Neg: replacing high wages. skilled workers with low wage, unskilled employees in positions, |
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Definition
| change production methods, technology, and work organization. Neg: lack of voice from the union or work councils |
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