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244 Cards in this Set
- Front
- Back
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Reserved Gate |
Device used by owner or contractor of a multi-employer work site to isolate pickets one of these employers with whom a union has a primary dispute.
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Salting
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Process of using paid union organizers to infiltrate an organization and organize its workers
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Self-Directed Team
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Group of people that works in a self managing way; typically assume complete autonomy.
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Strike
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Refusal by employees to work
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Task Identity
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Extent to which a job requires a "whole' indentifiable unit of work.
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TIPS
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Acronym used by amany labor management attorneys and consultants that covers most of the unfair labor practice pitfalls a supervisor can run into-don't threaten, Interrogate, Promise, or Spy
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Union Security Clauses
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Provisions in a collective bargaining agreement designed to protect the institutional authority or survivial of the union (e.g., making union membership or payment of dues compulsory for all or some of the employees in a bargaining unit)
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Wildcat Strikes
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Work stoppages involving the primary employer-employee relationship that are neither sanctioned nor stimulated by the union and that violate a no-strike clause in the contract.
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Zipper Clause
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Contract stipulation in which both parties waive the right to demand bargaining on any matter not dealt with in the contract, whether or not it was contemplated when the contract was negotiated or signed.
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Recognitional picketing
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Picketing done to obtain an employers recognition of a union as bargaining representative.
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Safe Harbor
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Provision in a law or regulation that provides some measure of protection from liability if certain conditions are met.
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Segmented bargaining
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When employer and union decide to assign specific bargaining issues to committees; proposals are then returned to entire gorup for decision.
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Skip-level interviews
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Practice in union-free organizations of encouraging manager to spend time with each employee two levels below them on an annual basis.
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Task Force
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Temporary allocation of personnel and resurces for the accomplishment of a specific objective
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Telecommuting
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Working via computing and telecommunications equipment
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Union
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Formal labor organization that has the right to represent and bargain for a group of employees
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Weingarten rights
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Union EEs right to have a union representative or co worker present during an investigatory interview
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Yellow-dog contracts
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Contracts that force EEs to agree not to join a union or participate in any union activity as a condition of employment.
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Recognition
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When an ER recognizes a union as being entitled to conduct collective bargaining on behalf of workers in a particular bargaining unit.
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Right to work
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Refers to statues that prohibit unions from making union membership a condition of employment
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Section 7 Rights
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Rights under NLRA that allow employees to engage or not engage in union activity
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Skill Variety
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Extent to which a job requires a variety of different activities for successful completion.
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Taft-Hartley Act
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Act that provides balance of power between union and managment by designating certain union activites as unfair labor practices; also know as Labor-Management Relations Act (LMRA)
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Team
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Set of two or more people who are equally accountable for accomplishment of a purpose and specific performance goals
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Unfair Labor practice (ULP)
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Violation of rights under Labor-relations statutes
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Wagner Act
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Act that protects the rights of ee's to organize unhampered by management;alos know as Natioal Labor Relations Act (NLRA)
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Work Team
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Group of ee's responsible for a given end product
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Reserved rights doctrine
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Grants management full authority and descretion over the items that are or could be covered unless the contract limits mgmt rights in a particular area.
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Secondary Boycotts
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When a union attempts to infulence an employer by exerting pressure on another employer
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Sherman Anti-Trust Act
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Act that curbed concentrations of power that interfered with trade and reduced economic competition; directed at large monopolistic employers but applied by courts to labor unions.
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Sympathy Strike
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Strike by ee's of a bargaining unit who refuse to cross picket lines made up of ees who are not members of their bargaining unit.
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Task Significance
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Extent to which a job has a substantial impact on other people
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Unfair competiton
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Deals with employement contracts that contain covenants not to compete after terminiaton of employement relationship and with the use of secret, confidntial, or proprietary information that the employee obtained while working for the former ER.
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Union Shop
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Clause that states that when workers take jobs in a specific bargaining unit, they must join the union and pay union dues within a certain period of time
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Work Rule
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Reflects managment decisons regardin specific actions to be taken or avoided in a given situation
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Job Sharing
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Results when two partiem ee's share one full time job
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Landrum-Griffin Act
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Act taht protects the rights of union members from corrupt or discriminatory labor unions; also know as Labor Management Reporting and Disclosure Act (LMRDA)
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Manadatory Subjects
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Collective bargaining items required by law and NLRB
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National Labor Relations Board (NLRB)
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Agency that has authority to conduct union representation elections and investigate unfair labor practices
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"Nip in the bud" cases
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NLRB cases involving ULPs during a unions organizing drive that "chill" an organizing effort
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Open Shop
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Workplace in which union membership (payment of dues) is not required for ee to continue employment beyond 30 days )seven days in the construction industry)
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Permissive Subjects
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Collective bargaining items that may be bargained but are not obligatory;also called voluntary or nonmandatory subjects
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Principled negotiation
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Type of contract negotion based on four premies. 1. Separate the people from the problem. 2. focus on interests, not positions, 3. invent options for mutual gain, and 4. insist on objective criteria.
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Public Policy exception
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Exception to doctrine of employment-at-will, holding that employees cannot be fired for fulfiling legal obligations of for exercising legal rights.
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Interest-based bargaining (IBB)
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Form of negotiating where parties look for common ground and attempt to statisfy mutual interest through the bargaining process.
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Labor-Management Reporting and Disclosure Act (LMRDA)
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Act that protects the rights of union members from corrupt or discriminatory labor unions;also know as the Landrum-Griffin Act.
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Maintenance of membership
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Contract clause that states that an ee may or may not shoose to join a union but once the ee joins, he/she must maintain membership for the duration of the contract
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National Labor Relations Act (NLRA)
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Act taht protects the rigsht of ee's to organize unhampered by management; also know as the Wagner Act.
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Neutruality/cooperation agreement
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Agreement between a union and an ER under which the employer agrees to remain neutral to (i.e. not oppose) a union's attempt to organize its workforce.
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No-Strike Clause
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Contract stipulationin which union agrees not to strike during the duration of the contract.
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Pattern Bargaining
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Takes palce when unions negotiat provisions covering wages and other benefits similar to those already provided in other agreements existing within the industry or region;also know as parallel bargaining.
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Positional negtiaion
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Type of contract negotioan in which people lock themselves into positions and find it difficult to move away, parties lose sight of the underlying problems to be resolved,and emphasis is placed on winning the position
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Project team
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Group of people who come together for a specific project
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Integrative bargaining
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Takes place when there is more than one issue to be resolved;focuses on craetive solutons to conflicts that reconcidle parties' interest and result in mutual benefit.
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Labor-Management Relations Act (LMRA)
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Act that provides balance of power between unkon and managment by designating certain union activities as unfair labor practices;also known as Taft-Hartely act
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Lockout
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Occurs when management shuts down operations to prevent union employees from working
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National Industrial Recovery Act
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Act that extended the policies of the Reilway Laobr Act to all interstate commerce organizations
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Negligent retention
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Retention of EEs who engage misconduct both during and after working hours.
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Norris-LaGuardia Act
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Act taht guarnatees workers' right to organize and restricts issuance of court injuctions against peaceful organized labor activity such as strikes, picketing, and boycotts.
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Organizational picketing
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Type of picketing doen to induce ee's to accept a union as their representative
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Policy
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Broad stetement that reflects an organizations philosophy, objectives, or standards concerning a particular set of management or ee activities
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Progressive discipline
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system of increasingly severe penalties for employee discipline
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Labor organization
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Any organization in which ee's particpate and which exists for the purpose of dealing with employers on work related issues
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Litigation Hold
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Process of ensuring that any inforamtion related to pending (or resonably anticpated) litigaton is identified and preserved without regard to usual document destruction polies or schedules
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Mediation
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Method of nonbinding dispute resolution involving a third party who helps dispuing parties reach a mutually agreeable decisionalso know as conciliation
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Negligent Hiring
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Hiring of an ee who the ER knew or should have known, based on a resasonable pre-hire investigaiotn of the ee's backgrond, posed a risk to others in the workplace.
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No-lockout clause
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Contract stipulationin which teh company acrees not to lock out workers during a lobor dispute for the life of the contract
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Organizationa feedback
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presentation of data to stimulate discussion of problem areas, generate potential solutions, and stimulate motivation for change
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phased retirement
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Offers ees the oppourtunity to gradually reduce the number of hours they work before they are fully retired
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Procdeure
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Detailed, Step-by-Step description of the customary method of handling an activity
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Railway Labor Act
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Act that orignially provided railroad employees the right to organize and bargain collectively, now covers both railroad and airline ee's.
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Consent election
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Type of representation election that involves an agreement between and ER an da union to waive the preeletion hearing
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Decertification
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Means for ee's to terminate union representation; removes union from its position as bargaining representative
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Double breasting
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Wehn a common owner operates both union and nonunion businesses
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Duty of loyalty
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Common-Law precept that imposes on emplyees a duty to be loyal to the ER
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Employee Handbook
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Explains major HR and EE policies and procedures and generally describes the EE benefits provided
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Express oral contract
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Involves verbal promises made between employer and EE related to employment
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fraudulent misrepresentation
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when an employer intentionally misrepresents the truth, thereby causing severe damage for an employee
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Good-faith bargaining
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Generally means that parties in a negotiation enter into discussion with fair and open minds and a sincere desire to arrive at an agreement
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Implied contract
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Exists when and agreement is implied from circumstances even though there is no express oral or written agreement between employer and employee to continue the employment relationship either indefinitely or for a designated time
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Injunction
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court order that restricts, prevents, or requires certain activities
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Conciliation
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Method of nonbinding dispute resolution involving a third party who tires to help disputing parties reach a mutually agreeable decison; also know as mediation
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Deauthorization
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Removes authority of a bargaining representative in a non-right -to-work state to negotiate or enforce a union security clause
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Distributive bargaining
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When parties are in conflict over an issue and the outcome represents a gain for one party and a loss for the other; each party tries to negotiate for the best possible outcome
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Dudy of good faith and fair dealing
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Imposes on each party in a contract an obligation for honesty in the conduct of the transaction
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Electromation
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1992 court decision that employers must deal cautiously with employee participation committees based on the NLRB's interpretation of what constitutes a company-dominated labor organization.
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Excelsior List
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List the ER has to provide the uiion with the names and addresses of certain EE's within 7 days after the direction of or consent to an election
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Federal Mediation and Conciliation Service (FMCS)
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Offers assistance in contract settlement and maintains a list of arbitrators to help interpret contract language and resolve disputes.
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Gissel Order
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NLRB order to an ER to bargain with the union asa remedy for serious ULP charges agains the ER
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Illegal Subjects
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Those collective bargaining items that are unlawful by statute;also known as external subjects
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Informational Picketing
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Type of picketing done to advise the public that an employer is nonunion
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Compressed workweek
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Work schedule that compresses a full weeks work into fewer than five days
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Coordinated bargaining
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When and ER bargains with several unions simultaneously but on a separate basis
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Directed Election
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Type of reprresentation election ordered by the NLRB regional director after a preelection hearing
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Duty of fair representation
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Rreuires that unions act fairly on behalf of the employees they epresent in negotiating and administering collective bargaining agreements
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E.I. Dupont & Company
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1993 NLRB ruling that held certain EE committees to be illegal because Dupont management circumvented the legally chosen EE representatives and usurped the unions right to represent its members.
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Employee participatoin programs (EPPs)
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Programs to imporve communication between employees and management and empower employees in some workplace decisions.
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Federal Labor Relations Authority (FLRA)
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Administers the provisions of the various executive orders that fall under the civil service reform act of 1978
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Fraudulent misrepresentation
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Interntional decption relied upon and resultign in injury to another person.
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Hot cargo clauses
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Agreement that union memebers are not required to handle goods made by nonunion labor or a struck plant; generally illegal
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Inevitable disclosure
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Enables and employer to prevent an ee from taking employeemnt with a competitor when the current employers trade secrets might inevitably be disclosed.
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Community of intersts
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Mutuality of interests among employees in bargaining for wages, hours and working conditions
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Consumer Picketing
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Product boycotts involviing such activities as distrubuting hanbills, carrying placards, and urging customers to refuse to purchase products from a particular retail or wholesale business.
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Defamation
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Injuring someeones reputation by makinga false malicious statement; may be spoken (slander) or written (libel)
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Dues checkoff
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Where employees agree in writing to an automatic deduction of dues from their paychecks.
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Duty of successor employers or unions
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Mutual bargaining obligation of an ER and a union when a majority interest in a unionized company is sold to another ER.
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Employee involvement (EI)
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Planned and orderly attempt to link the shared interest of the employee and the organization for their mutual benefit.
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Featherbedding
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Situation in which unions try to require the employement of more workers than is necessary.
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Focus Group
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Small group (normally 6-12) invited to actively participate in a structured discussion with a facilitator
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Grievance grievance procedure |
a work-related complaint or formal dispute that is brought to the attention of management Provides an orderly way to resolve differences of opinion in regard to a union contract |
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Industrial Democracy
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As related to international labor releations, where EE's have legally mandated rights to participe in management decisions.
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Alternative dispute resolution (ADR)
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Umbrella term used to describe a number of problem-solving and grievance resolution approaches.
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Bannering
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Union practice of displaying a banner outside the property of an employer to advertise unions message.
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Certification of representative
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NLRB certification indicating that a union has won an election and will be the exclusive representative of the bargaining unit.
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Civil Service Reform Act
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Act that extened collective bargaining rights to federal employees.
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Collective Bargaining
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Process by which managment and union represetatives negotiate the employement conditions for a particular bargaining unit for a designated period of time.
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Common situs picketing
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Situation in which lawful picketing of a primary employer also affects a secondary employer that occupies common premises.
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Ally doctrine
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States that when a struck employer effectively uses the employees of an ally as strike breakers and when a union extends its primary picketing to this employer, no violation of the LMRA's secondary boycott probibitions exists.
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Authorization cards
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Cards signed by employees to indicate that they want union representation
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"Cats paw" principle
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Legal principle in which, for example, and HR dept is culpable for discrimination even though HR had no desire to discriminate, such as when HR is persuaded to take an adverse action against an employee with protected status by other biased employee who wish to discriminate against the individual.
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Circuit City Stores v. Adams
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Case in which Supremene Court ruled that a pre-hire employement application requireing that all employment disputes be settled by arbitration was enforceable under the Federal Arbitration Act.
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Coalition bargaining
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When more than one employer negotiates with the union; also know as multiple employer bargaining.
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Common law
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Dictates that custom and usage have the force of law, even if not specifically found in legistatively enacted, codified, written laws.
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Agent-principal relationship
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Principle under which regulations that apply to employers and unions also apply to acts of their agents.
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Attorney work products
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Materials used in preparing a legal case(e.g. written reports, notes, data) usually excluded from discovery phase.
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Bumping
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Giving more-senior workers whose jobs have been eliminated the right to transfer into jobs of less-senior workers.
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"Chilling"
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As definined by the NLRB, an ER act that will result in hesitation by an EE to exercise protected rights under Section 7 of the NLRA.
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Closed-Shop
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Clause that states that union membership is a condition of hiring; is illegal (except in the construction industry)
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Committee
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Group of people and resources who come together for the accomplishmentof a specific organizational objective.
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Agency Shop
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Clause that states that even if workers do not join the union, they must still pay the equivalent of dues to the union.
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Arbitration
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Procedure in which disputes are submitted to one or more impartial persons for final determination.
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Bargaining Unit
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Group of employee a union wants to represent
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Certifiation of results
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NLRB certification indicating that a union has lost an election.
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Clayton Act
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Act that minimally restricted the use of injunctions against labor and legalized peaceful strikes, picketing and boycotts.
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Collective Bargaining Agreement (CBA)
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Agreement or contract negotiated through collective bargaining process.
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AFL-CIO
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a powerful federation of labor that represents about 80% of all unionized workers |
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agency shop
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a union security provision requiring both union members and nonmembers to pay dues to the union |
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ally doctrine |
an exception to the secondary boycott rule. when a neutral employer performs the work that was performed by the striking employee, it becomes an "ally" and may be subject to lawful picketing |
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alternative dispute resolution |
methods of resolving disagreements without litigation, including negotiation, mediation, binding arbitration, and rent-a-judge services |
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arbitration |
the process of submitting a labor dispute to a 3rd party for resolution. the 3rd party is called an arbitrator. both parties agree beforehand to accept the arbitrator's decision. |
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authorization cards |
signed statements by workers calling for a union to represent them |
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bargaining unit |
a group of workers that form an appropriate unit for collective bargaining |
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bargaining zone |
the range of feasible alternatives on each bargaining issue that both management and union are willing to consider during negotiations |
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bilateral decision making |
a decision-making process that uses two-party bargaining to reach agreement |
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binding arbitration
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a means for overcoming a bargaining impasse by referring the labor dispute to an outside party with agreement beforehand that both sides will accept the arbitrator's decision |
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blocking charge rule
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labor practice charge affecting the proposed bargaining unit is pending |
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business representative
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a full-time union employee who supervises the local union headquarters and helps to administer the union contract |
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certification strike
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an illegal strike that is called by a group to protest the results of a certification election and to force the employer to recognize a union other than the union that won certification |
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certification bar
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a NLRB election is barred because the initial year following certification of the union has not elapsed |
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closed shop
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a union security provision that an employer hire only union members. closed shops are illegal except in the construction industry |
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coalition bargaining |
when more than one employer negotiates with a single union |
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collective bargaining
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the process of negotiations between an employer and a union regarding wages and working conditions |
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common situs picketing
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when employees strike an employer, the union's picket signs must clearly indicate which employer they are striking |
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company union |
company. these were ruled illegal by the NLRA. |
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compelled self-defamation
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employers can be sued for giving inaccurate and derogatory reasons for terminating employees even though the employer never tells anyone but the employee. when the employee applies for a new job and is asked to explain the reason for leaving, the employee is required to provide an explanation that can be considered compelled self-defamation |
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complaint system
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a nonunion company grievance procedure designed to hear and respond to employees' complaints |
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compressed workweek |
an alternative work schedule in which employees work fewer days per week by working more hours on the days they work. the most typical compressed work-week schedule is four 10 hour days, called the 4/40 plan |
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concession bargaining |
negotiations that result in wage reductions or work rule "give backs" |
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conciliation |
an informal process of agreement used by the NLRB or the Federal Mediation and Conciliation Service to resolve industrial disputes |
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consent election |
when an employer, upon learning that the employees have petition for a representation election, consents to an election, and agrees to a date |
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constructive discharge
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employee who quit was actually discharged because of intolerable working conditions |
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consumer picketing
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a union-initiated public boycott of an employers' goods or services |
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contract bar
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a NLRB election is barred because a valid union contract already exits |
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core period |
the period of time when employees on flexible work hours must be at work |
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craft union |
a union comprised of members who work in the same craft, such as carpenters or electricians |
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decertification election |
decertify a union |
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defamation
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making slanderous or libelous statements about a person that harms the persons reputation or professional credibility |
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directed election
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a representation election that is directed by the regional director of the NLRB after determing that employees' petition for an election meets the necessary criteria |
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distributive bargaining |
a bargaining strategy in which each party tries to maximize its own outcomes at the expense of the other party |
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double breasting |
when a firm has two separate operations, one union and one nonunion |
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due process |
disciplinary actions follow an accepted procedure that protects an employee from arbitrary, capricious, and unfair treatment |
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dues check-off |
office if a member signs an affidavit agreeing to payroll deduction |
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election bar
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a NLRB election is barred because a valid election was held during the preceding twelve months |
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employment-at-will doctrine |
the practice that allows employers to hire whomever they want for as long as they want, either party may terminate the employment relationship at any time |
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ergonomics |
the application of technology and engineering to human abilities, interests, and feelings. sometimes called biotechnology, it considers the mutual adjustment of people and machines in improving organizational effectiveness |
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featherbedding
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although featherbedding provisions in a labor agreement are illegal, the courts have said that the collective bargaining |
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flextime
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employees to set their own work hours subject to specific constraints, such as requiring them to work a specific number of hours per day or per week and to be at work during a core period |
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horizontal loading
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combining tasks to eliminate highly specialized jobs and to make larger work modules |
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hot cargo clauses
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an agreement that requires an employer to cease doing business with a nonunion company. these agreements are illegal. |
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indirect sexual harassment
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when two people are romantically involved and one partner receives preferential treatment, then other members of the work group who did not get promoted can claim they were victims of unlawful sex discrimination |
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industrial union
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a union comprised of members who work for the same company or industry regardless of their particular crafts |
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insubordination
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when an employee refuses to follow a supervisor's instructions |
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integrative bargaining
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a bargaining strategy in which both parties work together cooperatively to achieve the best outcome for both |
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interest arbitration |
a method of settling a collective bargaining dispute where an impartial arbitrator renders a decision that is binding on both the employer and the union |
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involuntary absenteeism and turnover |
when employees miss work or are terminated for reasons beyond their control |
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job enlargement
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making a job larger by adding more of the same kinds of elements |
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job enrichment |
changing a job to make it significantly different in terms of the amount of variety, autonomy, and responsibility for the job. it involves a significant change in the content of the job, rather than just making it more of the same |
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job sharing |
a work arrangement whereby two workers split one job. each worker is responsible for his or her share of the job. they split the salary, the benefits, and the responsibilities |
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job specialization
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simplifying a job by reducing the number of elements or activities performed by a job holder. it normally involves more repetitive activities with short work cycles |
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jurisdictional strike |
an illegal strike resulting from a dispute between two unions about which union has jurisdiction over certain jobs |
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just cause |
disciplinary action should only be taken for good and sufficient reason |
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lockout |
the employer closes the doors of the company and refuses to allow the employees to continue working |
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maintenance of membership |
contract expires |
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management prerogatives
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areas of managerial responsibility for which employers claim the power to make unilateral decisions |
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mass picketing |
a large number of individuals parading in front of a company to advertise their labor dispute |
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mediation |
intervention by a third party into a labor dispute to reduce conflict and help both sides compromise to reach agreement |
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multiskilling
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the practice of training workers to perform a variety of tasks |
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national emergency strike |
a strike that in the judgement of the President of the US would "imperil the national health and safety." in such cases the President may request a court injunction to restrain the strike |
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negligent hiring
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a legal theory that makes employers liable for the abusive acts of employees if the employer knew or should have known about the employees' propensity for such conduct |
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NLRB |
Established by Congress through the Wagner Act to protect the rights of employees, employers, unions, and the general public. Conducts representation elections and resolves unfair labor practices. |
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noncompete agreement
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agreements that restrict employees from competing with the employer following termination of employment |
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Norris-La Guardia Act
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employees and employers |
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ombudsman
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an impartial person designated by an organization to hear complaints from members who feel powerless and unable to obtain a fair hearing on their own |
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open-door policy
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a policy that allows all employees regardless of their positions, the right to discuss a complaint with top corporate officers without being forced to go through a chain of command |
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permanent part-time |
a work arrangement permitting employees to work less than 35 hours per week. this arrangement is considered a permanent rather than a temporary part-time job |
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prior petition bar
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a NLRB election is barred because a prior election petition was withdrawn by the requesting party within the past six months |
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progressive discipline
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a system of discipline where the disciplinary actions become increasingly severe |
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promissory estoppel
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an exception to the employment-at-will doctrine that occurs when an employer makes a promise on which the employer reasonably expects the employee to rely, the employee does not rely on it, and, as a result, the employee is injured financially or professionally |
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qualified privilege doctrine |
allows past employers to share relevant job-related personal information about an applicant with future employers |
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quality circle
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an organizational improvement strategy that involves work groups, meeting periodically, usually one hour per week, to discuss ways to improve productivity |
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representation election |
an election that is held to determine whether the workers want to be represented by a union |
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retributive justice |
fair punishment that fits the seriousness of the misbehavior |
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right to work
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optional rather than mandatory requirement to hold a job |
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salting
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when a union tries to get union members hired at non-union firms in an effort to organizing the other employees |
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secondary boycott |
business |
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self-directed work team
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a small group of workers who are responsible for autonomously performing a series of jobs |
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sickout |
employees claim they are not working because of illness |
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simple random sample |
placing all employees in the sample population and drawing the sample at random
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single employer
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two entities can be treated as a single employer if they have common management, common labor relations policies, or common equipment and machinery. as a single employer, or joint employer, both entities are legally subject to strikes and picketing activities |
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sit-down strike |
employees report to work but do not work or accomplish anything |
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skill variety |
the degree to which a job allows workers to develop and use their skills and to avoid the monotony of performing the same task repeatedly |
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stratified random sample
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categorizing employees into specified groups according to relevant characteristics, such as job classification or organizational level, and then selecting individuals randomly within each group according to the group size |
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strike
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a refusal to work by a group of employees |
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submission agreement |
authority granted to the arbitrator by both the union and employer |
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sympathy strike
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an action by secondary unions in support of a strike by a primary union that needs help |
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task identity |
the degree to which a task consists of a whole or complete unit of work as opposed to a small, specialized, repetitive act |
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task significance |
the degree to which a task has a significant impact on the organization, the community, or the lives of other people |
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telecommuting
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an alternative pattern of work where employees work at home and communicate with the home office electronically by computer, telephone, or facsimile |
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tripartite board |
an arbitration board consisting of three arbitrators rather than one. usually one arbitrator represents the employer's interests, another represents the unions interests, and the third is impartial |
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trusteeship |
the takeover of a local union by its international union. also called survivorship |
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unfair labor practice
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any action by either the union or management that is prohibited by law or NLRB ruling |
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unilateral decision making |
a decision-making process in which one party (management) can make decisions without the involvement of the other party (employees) |
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union shop
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a union security provision that all employees must belong to the union. if new employees are not members, they are required to join, usually within thirty days |
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union steward
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an elected union officer who usually holds a regular job but is given time off to help administer the labor agreement and to represent the interests of union members when problems occur |
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vertical loading
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giving workers greater authority and discretion by allowing them to perform functions previously reserved for higher levels of management |
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voluntary recognition bar |
a NLRB election is barred because a reasonable period has not elapsed after a union has been voluntarily recognized by the employer |
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volunteer absenteeism and turnover
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when employees have a choice of working or not working and they intentionally decide to miss work or quit |
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Wagner Act
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A law passed in 1935 to establish the legal right for labor unions to exist |
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Weingarten right |
the right of employees to have union representation at investigatory interviews |
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whipsawing |
multi-employer bargaining unit, usually starting with the most profitable employer in an effort to use the gains obtained from one employer as leverage against the others |
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whistle blower
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an individual who observes an illegal or immoral action and makes the information public |
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wildcat strike |
employees walk off the job in violation of a valid labor agreement and usually against the direct orders of the labor union |
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work slowdown |
employees report to work, but they accomplish very little |
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yellow dog contract |
a statement employees were required to sign in which they agreed not to join a union |
