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119 Cards in this Set
- Front
- Back
Pre-Revolutionary America
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Agricultural, little diversification in economy
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First labor unions of craftspeople
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1790's -- trade societies
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Federal Society of Cordwainers
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1792 -- CW's committedd to work only for a specific wage for any employer
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1830's there was a growth in american factory systems
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Influx of immigrants and Growth of large national corporations provided impetus to unionize
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1830's (impetus to unionize)
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factory system began to emerge, Businesses grew larger, mechanical power, workers separated from masters, competition from immigrants
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National Labor Union (NLU)
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1866 -- skilled and unskilled, advocated creation of local unions and reforms to help workers, Violence was common
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Haymarekt Square Riot
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1886 -- strike for 8 hour work day, Chicago police, deaths of 4 strikers, bomb at police, police opened fire
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Knights of Labor
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1869 -- skilled and unskilled, Terrence powderly president, Blamed for Haymarket Square, was turned to for a national union
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American Federation of Labor (AFL)
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1886 - autonomous national craft unions, Samuel Gompers (cigarmakers union)
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Policies of AFL
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emphasis on economic or industrial action instead of political, promote collective bargaining, support for political parties in support of labor
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Pullman Strike
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1894 -- American Railway Union, mailcars were added to trains --> brought in fed troops, Sherman Antitrust Act
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Sherman Antitrust Act
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Makes labor conspiracy an illegal restraint of trade
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Eugene Debs
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Founder of American Railway Union, recognized government support of employers, Socialist Party's candidate for pres 5 times
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Industrial Workers of the World (IWW)
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1905 -- Wobblies, Western Federation of Miners (become one large industrial union, overthrow capitalism), highly publicized strikes
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Congress of Industrial Unions (CIO)
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1935 -- unskilled workers, John L. Lewis 1 president, african-american, female and immigrant workers, compete with AFL, Merged with AFL in 1955
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Early Judicial Regulation
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combinatino of workers to raise wages was illegal, strikes deprived others of property, illegal to conspire to impoverish another, etc…
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Calyton Act
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1914 -- limited courts power over unions, labor was not a commodity, labor organizations were not illegal, LARGELY INNEFECTIVE
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National War Labor Board
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during WWI to prevent labor disputes during, substituted settlements based on mediation, Self organization and collective bargaining became public policy
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Railway Labor Act
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1926 -- collective bargaining on interstate railroads, peaceful settlement, constitutional, included airline industry in 1936… "cooling off period"
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Davis Bacon Act
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1931 -- construction contractors on fedarl projects are required to pay prevailing wages
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Walsh-Healey Act
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1936 -- fed. Contractors are required to pay time and a half for more than 8 hours of work per day
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Fair Labor Standards Act
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1938 -- Minimum wage, 40 hour workweek, abolished child labor under 16
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Norris-La Guardia Act
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1932 -- first attempt at national labor policy, restricted fed. Judiciary intervention, no "yellow dog"
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National Labor Relations Act (Wagner Act)
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1935 -- private employees the right, defined employer unfair labor practices, Created NLRB, upheld in Jones vs. Laughlin Steel Corporation
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employer unfair labor practices (NLRA)
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interfering with employees rights, refusal to bargain, discrimination against union employees, dominate unions
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National Labor Relations Board
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Members appointed by the president, power to enforce the act
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Labor Management Relations Act (Taft-Heartly)
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1947 -- workers right not to organize, defined union unfair practices, restrictions on strike activities, right-to-work laws
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Labor-Management Reporting and Disclosure (Landrum-Griffin Act)
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1959 -- limited certain union actions, controls on union funds, requirements of constitutions and bylaws, right to bring suit against the union
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Wagaoner Act (public employees)
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Did not guarantee right to public employees
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Pendleton Act
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1873 -- 3-member civil service (promotion, contributions to political campaigns, congress control of wages, hours and working conditions of fed. Employees.
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Hatch Act
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1939 -- limited political activities of pub emp, deterred unions from fed emp,
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Sovereignty Doctrine
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Government must be able to exercise it's power, collective bargaining "incorrectly" seen as a threat to SD
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John F. Kennedy (EE 10988)
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framework for labor-management, right to strike denined, dispute resolution -->agency heads
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Civil Service Reform Act
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1978 -- Est. FLR Authority, provides assistance in resolving negotiations
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Will Clinton (EE 12871)
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1993 -- Est. N. Partnership Council to advise president, change way unions & mgrs reach decisions
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State and Local Laws
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2/3 of states to grand collective bargaining, usually wages, hours and terms of employment, limit to right to strike
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Conditions in 1935
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oppresive (terror)
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Unions highest numbers in
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1954-1978
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Scientific Management
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work environments to accommodate workers with limited industrial experience
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Frederick Taylor and Henry Ford
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Fractionalization of Work, "one best way", dividing workforce, protecting process from the worker
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US industries rebounded in the
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1990's
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Japanese Competition
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by 1970's J products exceeted US. --> team assembly plants, quality control, automation JIT
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Foreign Owned Automobile plants & Unions
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Foreign owned have remained non-union
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High-Technology
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Very hard to convince to join a union
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New United Motor Manufacturing Inc.
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1962 GM sucked, closed 1982, Reopened w/ toyota 1983 prospered, 85% of workers same union workers
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NUMMI (Cooperation Agreement)
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teams, highest quality @ lowest cost, fair wages, benefits, workers have voice
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NUMMI (Training)
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Cont. Improvement, superior quality, JIT, Teamwork, Union-management relations
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NUMMI (Factors)
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Fewer Job Classifications, Fewer Supervisors, Work Teams
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Beirsdorf, INC Sewing Plant 1996
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almost overseas, had to save 6 million, saved 10 by staying
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Quality of Working Life
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programs increase employees satisfaction, channels for workers and mgmt. reduce conflict
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Quality Circles
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working on solutions to present to management
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Groups are used to enhance synergy
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decision making, problem solving creativity
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Self-managed teams
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rotate among jobs including supervisory positions
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Special Project Teams
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Combines people from different functinoal areas
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Problem Solving Teams
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Analyze recommend and implement solutinos
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NLRB response to teams
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Generally seen as illegal must be a "labor organization" if employer dominates
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What makes a labor organization?
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"deals with" grievances, labor disputes, wages, work rules, hours of employment
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Electromation Case
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illegally dominated by employer, Teamsters, workers and employers pay, absenteeism, and bonus programs
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Du Pont Case
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NLRB du Pont dismantle committees on safety and recreation "brainstorming" if workers -- majority managers--minority
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Teamwork for Employees and Managers Act 1996
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Vetoed by Clinton, would have allowed for workplace teams as long as not exclusive bargaining organizations
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Public Sector (Now)
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National Education Union was largest
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Professional Workers (Now)
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resistance to unions my be weakening (heath care)
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Immigrant Workers (Now)
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fastest growing working class
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Sherman Antitrust Act and sports
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exception to Sherman Antitrust act
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Baseball and Unions
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Major League Baseball Players Association
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Football and Unions
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National Football League Players Association, less turbulent then baseball, free agency in 1993
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Basketball and Unions
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NBPA, free agency in 1981
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Hockey And Unions
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arbitrated, NHLPA. Free agency
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Terms of employment
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Individual Jobs rights, price of labor, Work Rules
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individual job rights
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seniority, disciplinary procedures, promotion and layoff procedures
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the price of labor
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wages and benefits
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work rules
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hours of work, job classifications, work practices
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NLRA
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minimize industrial strife, 5-member board
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NLRA covered rights
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self-organization, bargain collectively, etc..
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Workers not covered by the NLRA
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agrigultural, domestic servants, employed by spouse or parent, independent contractors, supervisors, those by Railway Labor Act, US gov. employees Reserve bank, states or subdevisions
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Appropriate bargaining unit
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Community of interest, history of bargaining, desire of employees, prior union organization, relationship in organizational structure
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Public Sector bargaining unit
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must be determined by the Federal Labor Relations Authority
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Public Sector Supervisors
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often included in bargaining unit
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Independet unions
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right to organize
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Election Procedure
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Representation petition, investigation, Secret Ballot Election, Certification of Election Results
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Election Bar Rule
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board will not entertain petitions from rivals seeking certification for that union within a year
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Contract Bar Rule
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board will not entertain petitions from rivals within the first three years if a contract is in effect.
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Voluntary recognition
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employer can voluntarily recognize a union
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NLRB directed recognition
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NLRB can appoint a union
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Decertification elections
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only employees, employer cannot aid, 20% of recent elections unions have lost 75% of the time
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Union Security
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ability to perform without interference from management or other sources
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Closed Shop
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required to hire only union members
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Open Shop
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No employee is required to join or contribute money to a labor organization as a requirement
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Union Shop
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Employee must join the union to continue the job
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Union Hiring Hall
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Employer is required to hire employees referred by the union, must not require membership before 7th day of employment
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Agency Shop
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Employee is required to contribute a sum equal to membership dues to the union, but is not required to join the union
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Maintenance of Membership
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Requires union members at contract time to remain members for duration
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Check-off
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Employer agrees to withold dues
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Right to work
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2002 Oklahoma became right to work
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Duty of fair representation
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to all, without hostility or arbitrary descrimination
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Lechmere case
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employer cannot bar union access to employees
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E-mail solicitation
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Much similar to oral solicitation in the workplace
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TIPS (don'ts)
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Threaten, Interrogate, Promise, Spy
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FORE (Do)
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Facts, Opinion, Rules, Experience
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Bulwarism
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employer anticipates demands, says it's final offer
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Unfair Labor Practices in Public sector
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Federal Labor Relations Authority is same as NLRB in public sector
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Mandatory Subjects
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Wages, hours, benefits, employee security, union security, drug testing, subcontracting
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Permissive Subjects
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preferential hiring, retiree issues, scope of bargaining unit, Additional parties to the contract, settlement, prices in cafeteria, plant closings
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Illegal Subjects
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Featherbedding, Whistleblowing, Unlawful descrimination, Interfering with union affairs or officials, Closed Shop, Hot Cargo clauses.
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Distributive Bargaining
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Win/Lose
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Interest Based Bargaining
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Win/Win
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Collective Bargaining by Objectives
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adaptation of management by objectives
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Pressure Bargaining
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If it costs more to disagree than agree, the party will agree
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Interest Arbitration
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Arbitrator makes a final and binding decision
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Final Offer Arbitration
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Both parties submit their final offer and arbitrator selects one
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Rolling Striek
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have one plant close at a time
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Illegal Strikes
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Sit down strikes, Wildcat Strikes, Partial Strike, Sickout
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Deferred Wage Increases
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fixed rate increases per year in a contract
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Two Teir
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Higher for current employees, lower for future
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Lump Sum Payments
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Instead of increase in pay
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Productivity Theory
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Employees should share in increased profits
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Ability to pay
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Wage rates are made in present, not known for the future
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Job Evaluation
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Does not include performance appraisal, relative worth
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Roll-up
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Benefits that increase as hours worked increases
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