Cb Prelim

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Strategic Level

Back 1

The top tier of industrial relations activity. Involves managerial and union strategies and structures. Shapes goals that exert long-run influences on CB.

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Functional Level

Back 2

Middle tier of IR. Involves negotiation and administration of a CB agreement.

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Workplace Level

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Lower tier of IR. Involves worker-supervisor relations, employee attitudes, and other shop floor issues.

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Secondary Boycott

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An effort by a union to exert bargaining leverage on a firm by convincing customers to boycott stores that sell the firm's products or employees in other firms not to handle the products of the original firm.

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Business Unionism

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The philosophy of the AFL and dominant philosophy of U.S. trade unions. Focus on practical objectives like improvements in wages and employment conditions, and forgo concern for political change.

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Exclusive jurisdiction

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The right for only one union to represent a designated group of workers.

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Craft Unions

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Unions organized on the basis of skill or trade

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Industrial unions

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Unions that represent workers across a number of different skill levels.

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Concessionary bargaining

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The negotiation of pay freezes, pay cuts, rollbacks, or work rule changes that occurred frequently in the 80s.

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Work rules

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Language or understanding that guide the way work is done and influence matters such as the pace and difficulty of work or the number and scope of job classifications.

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Railway Labor Act

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(1926) First federal law to endorse CB in the private sector. Provides railway employees with the rights to organize and CB. Amended to include airline employees.

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National Mediation Board (NMB)

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Board authorized by 1934 amendment to Railway Labor Act to conduct representation elections and to mediate disputes that arise during negotiations covered by the act.

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Norris-LaGuardia Act

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(1932) Federal legislation that outlawed most injunctions and outlawed yellow-dog contracts

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Supervisor (NLRA def)

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An employee who has authority, in the interest of the employer, to hire, transfer, suspend, lay off, recall, promote, discharge, assign, reward, or discipline other employees if such authority is not merely routine or clerical in nature, but requires the use of independent judgement.

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Professional (NLRA def)

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An employee engaged in work that consistently involves the exercise of discretion and judgement.

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NLRB

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Five members appointed by the President and confirmed by the Senate who oversee representation and election questions, and investigate unfair labor practice charges and issue complaints over such charges

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Lockout

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The initiative an employer takes to close operations and lay off employers after an impasse.

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Mandatory Subject of Bargaining

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Topics req'd in contractual negotiations, such as wages and other conditions of employment, as stipulated by NLRA.

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Permissive Subject of Bargaining

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Contractual issues the parties may discuss but which are not mandatory subjects, as stipulated by the NLRA.

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Illegal Subject of Bargaining

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Topics that may not be discussed, such as a racially discriminating clause, as stipulated by the NLRA.

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Recognition/Organization Strike

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An organizing tactic of unions in the 1930s and earlier in which workers supporting the union go on strike until the employer agrees to recognize the union as the rep. of the worker.

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Hot Cargo Clause

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A clause requiring that unionized employees in a firm no engaged directly in a labor dispute not handle goods from a company that is engaged directly in a strike.

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Taft-Hartley Act (LMRA)

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(1947) Amendments to NLRA designed to strengthen management's power by eliminating union's rights to conduct secondary boycotts and outlining unfair labor practices by unions and rules governing a union's obligation to bargain in good faith.

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Landrum-Griffin Act (LMRDA)

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(1959) Amendments to NLRA that established reporting and disclosure requirements for union finances, specified the rights of individual union members, and imposed a duty on union leaders to represent their member's interests in a fair manner.

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Bargaining Power

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The ability of either party to achieve its goals. Parties affected by total and relative bargaining power.

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Strike Leverage

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The degree to which labor or mgmt is willing to sustain a strike.

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Marshall's Four Conditions

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Explain why a wage increase leads to large reductions in employment in some conditions and small reductions in another.
Four conditions for inelastic demand for union labor:
1. Labor cannot easily be replaced by other workers or machines 2. Demand for final product is price inelastic 3. Supply of nonlabor factors of production of production is price inelastic 4. Ratio of labor costs to total costs is small

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Paternalistic IR Pattern

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A nonunion IR pattern in which personnel policies are informally administered with substantial managerial discretion.

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Bureaucratic IR Pattern

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A nonunion IR pattern characterized by highly formalized procedures, detailed job classifications, and job evaluation schemes.

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HRM IR Pattern

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A nonunion IR pattern that includes policies such as career development, team forms of work organization, skill-based pay, and elaborate communication and complaint procedures.

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Conflict IR Pattern

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An unstable IR union pattern under which labor and mgmt are engaged in a struggle over basic rights.

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New Deal Pattern

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The traditional union employment pattern in the US characterized by highly deatiled and formal labor contracts, grievance arbitration, seniority rights, detailed job classifications, and standardized pay.

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Participatory Pattern

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A union pattern of IR characterized by contingent compensation systems, team forms of work org, employment security programs, and direct participation by workers and unions in strategic and workplace decisionmaking

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Union Suppression

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Mgmt strategy to actively resist organization through threats or employee intimidation

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Union Substitution

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Removing the incentives for unionization.

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Right-to-work laws

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Laws that make it illegal to require employees to join unions (union shop) as a condition of employment. The Taft-Hartley Act allows these laws to be passed.

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AFL-CIO

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A federation of national labor unions formed through the merger of the AFL and the CIO in 1955, with the goal of promoting the political objectives of the labor movement and assisting the member unions in their collective bargaining activities.

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Nat'l union

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The national level of the union; the most powerful union body in the U.S. labor movement.

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Local Union

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A branch of a national union often confined to a specific plant or geographic area.

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Servicing Model

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The traditional model of union representation that focuses on contract negotiation, contract administration, and the provision of various services to union members.

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Organizing model

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A model of union representation which focuses a substantial share of the union's activity and resources on organizing through actively involving union members in the organizing process and in the internal operations of the union.

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Change to Win

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FILL IN

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Multiemployer Barg. Units

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FILL IN

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Single-Employer Multiplant Barg. Units

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FILL IN

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Single-employer single plant Barg. Units

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FILL IN

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Bargaining leverage

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FILL IN

Front 47

Whipsawing

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When a union negotiates a bargain at one plant or co. and then puts pressure on the next plant or co. to equal or surpass those contract terms. Employers can also do the same and threaten noncompliant unions with plant closings.

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Coalition Bargaining

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Bargaining that occurs when the unions that represent different groups of employees in a company coordinate their bargaining against that company.

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Pattern Bargaining

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The imitation of collective bargaining settlements by parties not directly involved in the initial negotiations.

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Distributive bargaining

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A win-lose bargaining process in which one side's gains are the other side's losses: also termed zero-sum gain bargaining.

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Integrative Bargaining

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A win-win bargaining process in which solutions to problems provide gains to both labor and mgmt

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Intraorganizational Bargaining

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The presence of differing interests within the union/mgmt

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Attitudinal Structuring

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The degree of trust that occurs that exists in a relationship between mgmt and labor

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Surface Bargaining (shadow boxing)

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Bargaining opposite a representative who lacks the authority necessary to make commitments that will stick within the org.

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Cycle of Negotiations

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ADD DEF

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Interest-based Bargaining

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A form of integrative bargaining whereby labor and mgmt jointly frame and solve issues in order to reach solutions that provide gains to both sides.

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Striker Replacements

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ADD DEF