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24 Cards in this Set
- Front
- Back
1. Describe the bargaining process and the bargaining goals and strategies of a union and an employer.
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*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 |
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2. Describe the forms of bargaining power that a union and an employer may utilize to enforce their bargaining demands.
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*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. |
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3. Cite the principal methods by whicb bargaining deadlocks may be resolved.
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*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.
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4. Give 3 examples of current collective-bargaining trends.
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*More cooperative labour-management endeavours.
*Attitudes of less-adversarial collective bargaining. * A restructuring of attitudes by both managers and union officials and members |
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5. Identify the major provisions of a collective agreement and describe the issue of management rights.
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*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. |
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6. Describe a typical grievance procedure.
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* 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. |
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8. collective bargaining process
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*Process of negotiating a collective agreement, including use of economic pressures by both parties
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9. pattern bargaining
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*Bargaining in which unions negotiate provisions covering wages and other benefits that are similar other agreements existing within the industry or region
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10. bargaining zone
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*Area within which the union and the employer are willing to concede when bargaining
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11. strike
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*situation in which unionized workers refuse to perform their work
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12. boyCott
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*Union tactic to encourage others to refuse to patronize an employer
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13. lockout
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*Strategy by which the employer denies employees the opportunity to work by closing its operations
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14. mediator
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*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
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15. arbitrator
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*Third-party neutral who resolves a labour dispute by issuing a final decision in an agreement
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16. interest arbitration
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*Binding determination of a collective-bargaining agreement by an arbitrator
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17. rights arbitration
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*Binding determination of a complaint (grievance) that Something in the collective agreement has been violated
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18. residual rights
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*Concept that management's authority is supreme in all matters except those it has expressly conceded to the union in the collective agreement
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19. defined rights
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*Concept that management's authority should be expressly defined and clarified in the collective agreement
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20. grievance procedure
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*Formal procedure that provides for the union to represent members and nonmember in processing a grievance
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21. grievance resolution
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*Process in which a neutral third party assists in the resolution of an employee grievance
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22. expedited arbitration
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*An agreement to bypass some steps in the grievance process
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23. submission to arbitrate
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*Statement that describes the issues to be resolved through arbitration
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24. arbitration award
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*Final and binding award issued an arbitrator in a labour-management dispute
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7. Explain the basis for arbitration awards.
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*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. |