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55 Cards in this Set
- Front
- Back
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Labour Union (union)
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an officially recognized association of employees practising a similar trade or employed in the same company or industry who have joined together to present a united front and collective voice in dealing with management
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Labour–Management Relations
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the ongoing interactions between labour unions and management in organizations
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Collective Agreement (union contract)
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a formal agreement between an employer and the union representing a group of its employees regarding terms and conditions of employment
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Collective bargaining
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negotiations between a union and an employer to arrive at a mutually acceptable collective agreement
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Bargaining Unit
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the group of employees in a firm, a plant, or an industry that has been recognized by an employer or certified by a Labour Relations Board (LRB) as appropriate for collective bargaining purposes
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Labour Legislation (what do they all have in common?)
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certification procedures
minimum one year collective agreements procedures preceding legal strike/lockout no strikes/lockouts during life of contract interpretation disputes settled by final and binding arbitration prohibition of unfair labour practices |
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What are the 3 types of unions? and give examples
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1. Type of Worker (craft, industrial)
2. Geographic Scope (International, national, local) 3. Labour Congress Affiliation (CLC, CSN, AFL-CIO) |
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What are high positions in union?
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Local Officers
Union Steward |
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Local Officer
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Elected official that leads the union and serves on the bargaining committee for a new contract
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Union Steward
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Nonpaid union official that represents the interests of its memebers in relation to management
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How does the Public Sector go on stike (ie. post workers, emergency workers, teachers)
What is the nature of the relationship? |
Political nature of the relationship
- Extra services become non-available - strikes in public sector - only essential services are done. |
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What are the current challenges of facing the canadian labour moveemnt?
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global competition
demographics unionization of white-collar employees |
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What are the 5 steps to making a union?
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1. Employees want collective representation
2. Union organizing campaign begins 3. Union Recognition (if enough support) 4. Collective Bargaining 5. Contract administration begins |
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Why would people want to have collective representation? (7 factors)
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- job dissatisfication
- lack of job security - unfair administration of policies - perceived inequities in pay - lack of opportunity for advancement - lack of influence on work-related decisions - belief that unions can improve pay and working conditions |
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What are the employer rights when step 2: union organizing campaign begins? (5 rights)
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- express views on unions
- state position on remaining non-union - prohibit union activity on company property/time - increase wages in normal course of business - gather employees to state company's position if: 1. purpose of the gathering is stated in advance 2. attendance is optional 3. no threats or promises |
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How are unions recognized?
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Voluntary recognition or Regular Certification
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Regular Certification
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labour union obtains a certificate from relevant Labour Relations Board declaring that the union is THE exclusive bargaining agent for a defined group of employees
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Decertification
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the process of where a union is legally deprived of its official recognition as THE EXCLUSIVE bargaining agent for a group of employees
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Collective Bargaining
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process by which a formal collective agreement is established between labour and management
union and management must bargain in good faith |
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3 steps to collective Bargaining
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- preparation for bargaining
- face-to-face negotiations - obtaining approval for proposed contract |
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How does the union and management prepare for negotiations?
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- gather data on economic trends
- analyze other collective agreements - conduct an analysis of grievances - review existing contract or union's promises - conduct wage and salary surveys at competitor organizations - prepare cost estimates of monetary proposals - make plans for possible strike or lockout |
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Where does Management negotiators obtain input from?
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Supervisors
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What do union negotiators need to prepare for negotiations? (4)
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Union Stewards
Obtain the company's financial information Gather demographic information on membership Obtain input from members |
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Bargaining Zone
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Area between bargaining limits of each side( resistance points) in which compromise is possible. (ie Union's Resistance point is $17/HR while Management's resistance point is $$18 per hour. THEREFORE, the bargaining zone is between $17 and $18/hr)
This is where satisfactory settlement is attainable to both parties. |
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Resistance Points
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THe Hard limit of each side. (ie Union's Resistance point is $17/HR while Management's resistance point is $$18 per hour. THEREFORE, the bargaining zone is between $17 and $18/hr)
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Location of Face to face meeting for collective bargaining
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Held at off-site locations ( ie. Hotel, meeting room) so that there is no psychological advantage for either team and so that interruptions and work distractions can be kept to a minimum
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Caucus Sessions
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A seperate room used during the face to face meeting in order for each side to have an intra-team meeting to discuss stategies
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What is the frequency and duration of face to face meetings for collective bargaining
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Meetings are held as often as either/both parties consider desirable.
They last as long as progress is being made. |
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Distributive Bargaining
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Win-lose negotiating strategy = where one part gains at the expense of the other
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Mutual Gains (Interest-based) Bargaining
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Win-win approach based on training fundamentals of effective problem solving and conflict resolution
- interests of all stakeholders are taken into account |
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Memorandum of Settlement
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a summary of the terms and conditions agreed to by the parties that is submitted to the constituent groups for final approval
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Ratification
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formal approval by secret-ballot vote of the bargaining unit members of the agreement negotiated between union and management
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Two items of the Contract Approval Process
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1. Memorandum of Settlement
2. Ratification |
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2 processes that third party can assist bargaining and what is the difference between their judgements
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1. Abritration - binding judgements
2. Mediation - non-binding judgements |
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Arbitration
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- A process for employees such as police officers, firefighters, and other jobs where strikes cannot be tolerated to reach an agreement
Judgements are binding (ie. court) |
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Mediation
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- Use (usually voluntary) of a neutral third party to help an organization and the union representating its employees reach a mututally satisfactory collective agreement
- nonbinding judgements |
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What is Bargaining Power?
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Power of labour and management to achieve their goals through economic, social, or political influence
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How can unions exercise their bargaining power? (4)
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Strikes, pickets, work slowdowns and boycotts
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How can management exercise their bargaining power? (4)
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- Hiring replacement workers, where allowed
- outsourcing - Continuing operations staffed by management - Lockout employees / closing operations |
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Strike
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the temporary refusal by bargaining unit members to continue working for the employer
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Strike Vote
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legally required in some jurisdictions, it is a vote seeking authorization from bargaining unit members to strike if necessary
a favourable vote does not mean that a strike is inevitable (certain to happen) |
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Picket
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stationing groups of striking employees, usually carrying signs, at the entrances and exits of the struck operation to publicize the issues in dispute and discourage people from entering or leaving the premises
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Boycott
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an organized refusal of bargaining unit members and supporters to buy the products or use the services of the organization whose employees are on strike in an effort to exert economic pressure on the employer
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Lockout
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temporary refusal of a company to continue providing work for bargaining unit employees involved in a labour dispute, which may result in closure of the establishment for a time
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Wildcat Strike
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a spontaneous walkout, not officially sanctioned by union leadership, which may be legal or illegal, depending on its timing
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What is the major source of disagreement between union and mangement?
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seniority and discipline issues
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Seniority
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length of service in the bargaining unit
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Discipline
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most collective agreements restrict an employer’s right to discipline employees by requiring proof of just cause for the disciplinary action imposed
disciplinary issues must be handled in accordance with the terms of the collective agreement and backed by carefully documented evidence |
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Dues Check-off
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Gives the employer the responsibility of withholding union dues from the paychecks of union members who agree to such a deduction.
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What kind of Shop agreeement does a union perfer?
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closed shop - must be union memeber before hire
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What kind of shop agreement does the management perfer?
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Open shop - completely option to join or not
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Define Union Shop and Agency shop
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Union Shop - must join union upon hire (w/in 30 days)
Agency shop - optional to jain union but must pay union dues if benefits form union negotiations |
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Grievance
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a written allegation of a contract violation, filed by an individual bargaining unit member, the union, or management
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Impact of Unionization on HRM (7)
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- builds effective labour-management relations
- institutes an open-door policy - extends the coutesy of prior sonsultation - demonstrates genuine concerns for employee well-being - forming joint committeees, holding join training programs - regular meetings - uses third party assistance |
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Grievance Procedure
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1. Employee prepares writen grievance with aid of union steward; presented to employee supervisor
2. Grievance is discussed by HRM professional or labour specialist, grievor and union steward 3. Senior management, senior labour relations specialist, and top union officials discuss grievance 44. Grievance if submitted to an abritrator and the abritratior hears evidence and renders decision. |
