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24 Cards in this Set

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1. Describe the bargaining process and the bargaining goals and strategies of a union and an employer.
*Each side will prepare a list of goals it wishes to achieve while additionally trying to anticipate the goals desired by the other side.
*Both employer and union negotiators will be sensitive to current bargaining patterns within the industry, general cost-of-living trends, and geographical wage differentials.
*The collective-bargaining process includes not only the actual negotiations but also the power tactics used to support negotiating demands
2. Describe the forms of bargaining power that a union and an employer may utilize to enforce their bargaining demands.
*The union's power in collective bargaining comes from its ability to picket/ strike, or boycott the employer.
*The employer's power during negotiations comes from its ability to lock out employees or to operate during a strike by using managerial or replacement employees.
3. Cite the principal methods by whicb bargaining deadlocks may be resolved.
*Mediation is the principal way of resolving negotiating deadlocks. *Interest arbitration is employed to finalize the collective agreement. *Interest arbitration is often used in the public sector, where unions are Largely prohibited from striking.
4. Give 3 examples of current collective-bargaining trends.
*More cooperative labour-management endeavours.
*Attitudes of less-adversarial collective bargaining.
* A restructuring of attitudes by both managers and union officials and members
5. Identify the major provisions of a collective agreement and describe the issue of management rights.
*Typical collective agreements will contain numerous provisions governing the labour-management employment relationship.
*Major areas of interest concern wages rates of pay, overtime differentials, holiday pay, hours (shift times, days of work), and working conditions (safety issues, performance standards, retraining].
*Management rights refers to the supremacy of management's authority in all issues except those shared with the union through the collective agreement.
6. Describe a typical grievance procedure.
* The procedure will consist of three to five steps-each step having specific filing and reply times. *Higher-level managers and union officials will become involved in disputes at the higher steps of the grievance procedure.
*The final step of the grievance procedure may be arbitration. *Arbitrators render a final decision for problems not resolved at lower grievance steps.
8. collective bargaining process

388
*Process of negotiating a collective agreement, including use of economic pressures by both parties
9. pattern bargaining

391
*Bargaining in which unions negotiate provisions covering wages and other benefits that are similar other agreements existing within the industry or region
10. bargaining zone

393
*Area within which the union and the employer are willing to concede when bargaining
11. strike

394
*situation in which unionized workers refuse to perform their work
12. boyCott

395
*Union tactic to encourage others to refuse to patronize an employer
13. lockout

396
*Strategy by which the employer denies employees the opportunity to work by closing its operations
14. mediator

397
*Third party in a labour dispute who meets with one party and then the other in order to suggest compromise solutions or to recommend concessions from each side that will lead to an agreement
15. arbitrator

398
*Third-party neutral who resolves a labour dispute by issuing a final decision in an agreement
16. interest arbitration

398
*Binding determination of a collective-bargaining agreement by an arbitrator
17. rights arbitration

398
*Binding determination of a complaint (grievance) that Something in the collective agreement has been violated
18. residual rights

403
*Concept that management's authority is supreme in all matters except those it has expressly conceded to the union in the collective agreement
19. defined rights

403
*Concept that management's authority should be expressly defined and clarified in the collective agreement
20. grievance procedure

405
*Formal procedure that provides for the union to represent members and nonmember in processing a grievance
21. grievance resolution

408
*Process in which a neutral third party assists in the resolution of an employee grievance
22. expedited arbitration

411
*An agreement to bypass some steps in the grievance process
23. submission to arbitrate

413
*Statement that describes the issues to be resolved through arbitration
24. arbitration award

414
*Final and binding award issued an arbitrator in a labour-management dispute
7. Explain the basis for arbitration awards.
*The wording of the collective agreement.
* Testimony and evidence offered during the hearing, including how the parties have interpreted the collective agreement.
*Arbitration criteria against which cases are judged.
*In discipline cases arbitrators will look at whether the offense actually occurred and whether the penalty imposed was appropriate.