Chapter 16

Front 1

Labour Union (Union)

Back 1

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.

Front 2

Labour-management relations

Back 2

The ongoing interactions between labour unions and management in organizations

Front 3

Collective bargaining agreement (Union contract)

Back 3

A formal agreement between an employee and the union representing a group of employees regarding terms and conditions of employment.

Front 4

Collective bargaining

Back 4

Negotiations between a union and an employer to arrive at a mutually acceptable collective agreement.

Front 5

Certification

Back 5

The procedure whereby a labour union obtains a certificate from the relevant LRB declaring that the union is the exclusive bargaining agent for a defined group of employees in a bargaining unit that the LRB considers appropriate for collective bargaining purposes.

Front 6

Representation vote

Back 6

A vote conducted by the LRB in which employees in the bargaining unit indicate by secret ballot, whether or not they want to be represented or continue to be represented by a labour union.

Front 7

Pre-hearing vote

Back 7

An alternative mechanism for certification used in situations in which there is evidence of violations of fair labour practices early in the organizing campaign.

Front 8

Decertification

Back 8

The process whereby a union is legally deprived of its official recognition as the exclusive bargaining agent for a group of employees

Front 9

Caucus session

Back 9

A session in which only the members of one's own bargaining team are present.

Front 10

Bargaining zone

Back 10

The area defined by the bargaining limits (resistance points) of each side, in which compromise is possible, as is the attainment of a settlement satisfactory to both parties.

Front 11

Distributive bargaining

Back 11

A win-lose negotiating strategy where one party gains at the expense of the other.

Front 12

Integrative bargainjng

Back 12

A negotiating strategy in which the possibility of win-win, lose-win, win-lose and lose-lose outcomes is recognized, and there is acknowledgement that achieving a win-win outcome will depend on mutual trust and problem solving.

Front 13

Mutual gains (interest-based) bargaining

Back 13

A win-win negotiating approach based on training in the fundamentals of effective problem solving and conflict resolution in which the interests of all stakeholders are taken into account.

Front 14

Memorandum of settlement

Back 14

A summary of the terms and conditions agreed to by the parties that is submitted to the constituent groups for final approval.

Front 15

Bargaining unit

Back 15

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.

Front 16

Ratification

Back 16

Formal approval by secret-ballot vote of the bargaining unit members of the agreement negotiated between union and management.

Front 17

Conciliation

Back 17

The often mandatory use of a neutral third party who has no direct input on the negotiation process to help an organization and the union representing a group of its employees communicate more effectively with the aim of coming to a mutually satisfactory collective agreement.

Front 18

Mwdiation

Back 18

The often voluntary use of a neutral third party who has direct input on the negotiation process to help an organization and the union representing its employees to reach a mutually satisfactory collective agreement.

Front 19

Strike

Back 19

The temporary refusal by bargaining unit members to continue working for the employer.

Front 20

Strike vote

Back 20

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.

Front 21

Picket

Back 21

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.

Front 22

Boycott

Back 22

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.

Front 23

Lockout

Back 23

The 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.

Front 24

Wildcat strike

Back 24

A spontaneous walkout, not officially sanction by the union leadership, which may be legal or illegal, depending on its timing.

Front 25

Arbitraion

Back 25

The use of an outside third party to investigate a dispute between an employer and union and impose a settlement.

Front 26

Labour relations strategy

Back 26

A component of an organization's HR strategy specific to the overall plan for dealing with unions, which sets the tone for its union- management relationship.

Front 27

Interest arbitration

Back 27

The imposition of the final terms of a collective agreement.

Front 28

Interest dispute

Back 28

A dispute between an organization and the union representing its employees over the terms of a collective agreement.

Front 29

Union recognition clause

Back 29

Clarifies the scope of the bargaining unit by specifying the employee classifications.

Front 30

Union security clause

Back 30

The contract provisions protecting the interests of the labour union, dealing with the issues of membership requirements and often the payment of union dues.

Front 31

Closed shop

Back 31

Only union members in good standing may be hired by the employer to perform bargaining unit work.

Front 32

Union shop

Back 32

Membership and dues payment are mandatory conditions of employment.

Front 33

Maintenance-of-membership arrangement

Back 33

Individuals voluntarily joining the union must remain members during the term of the contract.

Front 34

Rand formula

Back 34

All members of the bargaining unit pay union dues, but employees have the choice to join the union or not.

Front 35

Open shop

Back 35

Union membership is voluntary and non-members are not required to pay dues.

Front 36

Seniority

Back 36

Length of service in the bargaining unit.

Front 37

Business unionism

Back 37

The activities of labour unions focusing on economic and welfare issues, including pay and benefits, job security and working conditions.

Front 38

Grievance

Back 38

A written allegation of a contract violation, filed by an individual bargaining unit member, the union or management.

Front 39

Rights disoute

Back 39

A disagreement between an organization and the union representing its employees regarding the interpretation or application of one or more clauses in the current collective agreement.

Front 40

Rights arbitration

Back 40

The process involved in the settlement of a rights dispute.

Front 41

Social (reform) unionism

Back 41

Activities of unions directed at furthering the interests of their members by influencing the social and economic policies of governments at all levels, such as speaking out on proposed legislative reforms.

Front 42

Craft Union

Back 42

Traditionally, a labour organization representing workers practising the same craft or trade, such as carpentry or plumbing.

Front 43

Industrial Union

Back 43

A labour organization representing all workers eligible for union membership in a particular company or industry, including skilled trades people.

Front 44

Local

Back 44

A group of unionized employees in a particular location.

Front 45

Union Steward

Back 45

A union member elected by workers in a particular department or area of a firm to act as their union representative.

Front 46

Authorization Card

Back 46

A card signed by an employee that indicates his or her willingness to have the union act as his or her representative for purposes of collective bargaining.