Labor Relations Ch1

Front 1

Labor Relations Process

Back 1

Involves managers and union representatives of employees. Three phases; Recognition of the legitimate rights and responsibilities of union and management representatives 2. Negotiation of the labor agreement 3. Administration of the negotiated labor agreement

Front 2

Negotiation of the Labor Agreement

Back 2

"Union and management representatives jointly determine work rules governing the parties' rights and responsibilities affecting wages hours, or other terms and conditions of employment.

Front 3

Administration of the negotiated labor agreement

Back 3

"Enforcement of terms negotiated contract through daily union and management interactions, and when necessary, the use of a grievance-arbitration procedure to resolve rights disputes.

Front 4

Interest Dispute

Back 4

A dispute over what the terms or conditions of employment or work rules will be

Front 5

Rights Dispute

Back 5

Disputes over the interpretation or application of a contract's terms.

Front 6

Work Rule

Back 6

"1. Rules governing compensation in all its forms and 2. Rules specifying the employees' and employer's job rights and obligations, such as no employee strike or employer lockout during the term of the labor agreement.

Front 7

Manager

Back 7

represent the interests of the ownership as well as their own self-interests. Include individuals who are delegated authority by the ownership to mane decisions required to operate the organization and exist at various levels within the organization from first-line supervisors to CEO

Front 8

Union Representative

Back 8

Elected by the members to represent their employment interests. Subject to the political pressure of majority rule if they wish to be re-elected to a union leadership position in the future.

Front 9

Employees

Back 9

"determine whether a union is even present in an organization, and the extent to which a threatened strike is actually carried out.

Front 10

Dual Loyalty

Back 10

employees feeling torn between the critical or professional nature of their jobs and the strategic advantages of a strike.

Front 11

Government

Back 11

"Public Sector: Government officials also serve as managers in the labor relations process, representing both taxpayers and the general public's interests. Private Sector: Plays an indirect role in determining the outcomes of work rule negotiations.

Front 12

National Labor Relations Board (NLRB)

Back 12

Administrative agency that can influence work rules and the ability to exercise legally granted rights

Front 13

Third-Party Neutral

Back 13

Mediators and Arbitrators.

Front 14

Mediator

Back 14

Assists the union and management officials in resolving their differences to achieve a voluntary settlement themselves. No binding legal authority.

Front 15

Arbitrator

Back 15

hired by union and management representatives to make a final and binding decision on a disputed issue.

Front 16

Union Density

Back 16

The proportion of a total group comprised of union members. One measure of relative union strength or potential influence.

Front 17

Employment-at-will

Back 17

Permits an employer to discharge an at-will employee at any time for any or no stated reason.