Intro To Business Chapter 12

Front 1

Unions

Back 1

Employee organizations whose main goal is to represent members in employee-management negotiations of job-related issues.

Front 2

Labor unions were responsible for

Back 2

Minimum wage laws, Overtime rules, Workers’ compensation, Severance pay, Child labor laws and job safety regulations

Front 3

Goal of organized labor

Back 3

To work with fair and competent management. To be treated with human dignity. To receive a reasonable share of wealth in the work it generates.

Front 4

Craft Union

Back 4

An organization of skilled specialists in a particular craft or trade.

Front 5

Knights of Labor

Back 5

First national labor union (formed in 1869).

Front 6

American Federation of Labor (AFL)

Back 6

An organization of craft unions that championed fundamental labor issues (formed in 1886).

Front 7

Industrial Unions

Back 7

Labor unions of unskilled or semiskilled workers in mass production industries.

Front 8

Congress of Industrial Organizations (CIO)

Back 8

Union organization of unskilled workers; broke away from the AFL in 1935 and rejoined in 1955.

Front 9

Yellow Dog Contracts

Back 9

A type of contract that required employees to agree to NOT join a union.

Front 10

Collective Bargaining

Back 10

The process whereby union and management representatives form an agreement, or contract, for employees.

Front 11

The National Labor Relations Board (NLRB)

Back 11

oversee labor management issues and provide guidelines for unionization.

Front 12

Certification

Back 12

The formal process by which a union is recognized by the NLRB as the bargaining agent for a group of employees.

Front 13

Decertification

Back 13

The process whereby employees take away a union’s right to represent them.

Front 14

Negotiated Labor Management Agreement (Labor Contract)

Back 14

Sets the terms under which labor and management will function over a period of time.

Front 15

Union Security Clause

Back 15

Stipulates workers who reap union benefits must either join the union or pay dues to the union.

Front 16

Closed Shop Agreement

Back 16

Specified workers had to be members of a union before being hired for a job.

Front 17

Union Shop Agreement

Back 17

Declares workers don’t have to be members of a union to be hired, but must agree to join the union within a specific time period.

Front 18

Agency Shop Agreement

Back 18

Allows employers to hire nonunion workers who don’t have to join the union, but must pay fees.

Front 19

Right to Work Laws

Back 19

Legislation that gives workers the right, under an open shop, to join or not to join a union.

Front 20

The Taft/Hartley Act of 1947

Back 20

granted states the power to outlaw union shop agreements.

Front 21

Open Shop Agreement

Back 21

Agreement in right-to-work states that gives workers the right to join or not join a union, if one exists in their workplace.

Front 22

Labor contracts

Back 22

outline labor and management’s rights, and serves as a guide to workplace relations.

Front 23

Grievances

Back 23

A charge by employees that management isn’t abiding by the terms of the negotiated agreement.

Front 24

Shop Stewards

Back 24

Union officials who work permanently in an organization and represent employee interests on a daily basis.

Front 25

Bargaining Zone

Back 25

The range of options between initial and final offers that each side will consider before negotiations dissolve or reach an impasse.

Front 26

Mediation

Back 26

The use of a third party (mediator) to encourage both sides to keep negotiating to resolve key contract issues.

Front 27

Arbitration

Back 27

An agreement to bring in a third party to render a binding agreement.

Front 28

Tactics used by labor unions include

Back 28

Strikes, boycotts, work slowdowns, and pickets

Front 29

Strikes

Back 29

A strategy in which workers refuse to go to work.

Front 30

Primary Boycott

Back 30

When a union encourages both its members and the general public not to buy the products of a firm in a labor dispute.

Front 31

Tactics used by management include

Back 31

lockouts, injunctions, and strikebreakers

Front 32

Lockout

Back 32

An attempt by management to put pressure on workers by closing the business, thus cutting off workers’ pay.

Front 33

Injunction

Back 33

A court order directing someone to do something or refrain from doing something.

Front 34

Strikebreakers

Back 34

Workers hired to do the work of striking workers until the labor dispute is resolved; called scabs by unions.

Front 35

Givebacks

Back 35

Gains from labor negotiations are given back to management to help save jobs.

Front 36

Unions of the future

Back 36

will take on a greater role in training workers, redesigning jobs and assimilating the changing workforce, and seek more job security, profit sharing and increased wages.

Front 37

CEO compensation

Back 37

used to be determined by a firm’s profitability or increase in stock price. Now, executives receive stock options and restricted stock that’s awarded even if the company performs poorly.

Front 38

Dodd/Frank Act

Back 38

intended to give shareholders more say in compensation decisions. Boards of directors are being challenged concerning executive contracts. Government and shareholders are putting pressure to overhaul executive compensation.

Front 39

Sexual Harassment

Back 39

Unwelcomed sexual advances, requests for sexual favors or other verbal or physical conduct that creates a hostile work environment.

Front 40

Quid pro quo sexual harassment

Back 40

involves threats like “Go out with me or you’re fired.” An employee’s job is based on submission.

Front 41

Hostile work environment sexual harassment

Back 41

is conduct that interferes with a worker’s performance or creates an intimidating or offensive work environment.