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337 Cards in this Set
- Front
- Back
Agency Shop |
Clause that states that even is workers do not join the union, they must still pay the equivalent of dues to the union. |
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Agent-principal relationship |
Principle under which regulations that apply to employers and unions also apply to acts of their agents. |
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Ally doctrine |
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 prohibitions exists. |
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Alternative dispute resolution (ADR) |
Umbrella term used to describe a number of problem-solving and grievance resolution approaches. |
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Arbitration |
Procedure in which disputes are submitted to one or more impartial persons for final determination. |
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Attorney work product |
Materials used in preparing a legal case (e.g., written reports, notes, data); usually excluded from discovery phase. |
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Authorization cards |
Cards signed by employees to indicate that they want union representation. |
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Bannering |
Union practice of displaying a banner outside the property of an employer to advertise union's message. |
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Bargaining unit |
Group of employees a union wants to represent. |
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Bumping |
Giving more-senior workers whose jobs have been eliminated the right to transfer into jobs of less-senior workers. |
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"Cat's Paw" principle |
Legal principle in which, for example, an HR department 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 employees who wish to discriminate against the individual. |
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Certification of representative |
NLRB certification indicating that a union has won an election and will be the exclusive representative of the bargaining unit. |
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Certification of results |
NLRB certification indicating that a union has lost an election. |
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"Chilling" |
As defined by the NLRB, an employer act that will result in hesitation by an employee to exercise protected rights under Section 7 of the NLRA. |
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Circuit City Stores v. Adams |
Case in which Supreme Court rules that a pre-hire employment application requiring that all employment disputes be settled by arbitration was enforceable under the Federal Arbitration Act. |
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Civil Service Reform Act |
Act that extended collective bargaining rights to federal employees. |
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Civil Service Reform Act |
Act that extended collective bargaining rights to federal employees. |
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Clayton Act |
Act that minimally restricted the use of injunctions against labor and legalized peaceful strikes, picketing, and boycotts. |
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Closed shop |
Clause that states that union membership is a condition of hiring; is illegal (except in the construction industry). |
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Coalition bargaining |
When more than one employer negotiates with the union; also known as multiple employer bargaining. |
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Collective bargaining |
Process by which management and union representatives negotiate the employment conditions for a particular bargaining unit for a designated period of time. |
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Collective bargaining agreement (CBA) |
Agreement or contract negotiated through collective bargaining process. |
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Committee |
Group of people and resources who come together for the accomplishment of a specific organizational objective. |
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Committee |
Group of people and resources who come together for the accomplishment of a specific organizational objective. |
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Common law |
Dictates that custom and usage have the force of law, even if not specifically found in legislatively enacted, codified, written laws. |
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Common situs picketing |
Situation in which lawful picketing of a primary employer also affects the secondary employer that occupies common premises. |
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Common situs picketing |
Situation in which lawful picketing of a primary employer also affects the secondary employer that occupies common premises. |
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Community of interests |
Mutuality of interests among employees in bargaining for wages, hours and working conditions. |
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Common situs picketing |
Situation in which lawful picketing of a primary employer also affects the secondary employer that occupies common premises. |
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Community of interests |
Mutuality of interests among employees in bargaining for wages, hours and working conditions. |
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Compressed workweek |
Work schedule that compresses a full week's work into fewer than five days. |
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Conciliation |
Method of nonbinding dispute resolution involving a third party who tries to help disputing reach a mutually agreeable decision; also known as mediation. |
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Conciliation |
Method of nonbinding dispute resolution involving a third party who tries to help disputing reach a mutually agreeable decision; also known as mediation. |
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Consent election |
Type of representation that involves an agreement between and employer and a union to waive the preelection hearing. |
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Consumer picketing |
Product boycotts involving such activities as distributing handbills, carrying placards, and urging customers to refuse to purchase products from a particular retail or wholesale business. |
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Consumer picketing |
Product boycotts involving such activities as distributing handbills, carrying placards, and urging customers to refuse to purchase products from a particular retail or wholesale business. |
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Coordinated bargaining |
When an employer bargains with several unions simultaneously but on separate basis. |
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Consumer picketing |
Product boycotts involving such activities as distributing handbills, carrying placards, and urging customers to refuse to purchase products from a particular retail or wholesale business. |
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Coordinated bargaining |
When an employer bargains with several unions simultaneously but on separate basis. |
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Deauthorization |
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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Consumer picketing |
Product boycotts involving such activities as distributing handbills, carrying placards, and urging customers to refuse to purchase products from a particular retail or wholesale business. |
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Coordinated bargaining |
When an employer bargains with several unions simultaneously but on separate basis. |
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Deauthorization |
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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Decertification |
Means for employees to terminate union representation; Removes union from its position as bargaining representative. |
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Consumer picketing |
Product boycotts involving such activities as distributing handbills, carrying placards, and urging customers to refuse to purchase products from a particular retail or wholesale business. |
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Coordinated bargaining |
When an employer bargains with several unions simultaneously but on separate basis. |
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Deauthorization |
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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Decertification |
Means for employees to terminate union representation; Removes union from its position as bargaining representative. |
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Defamation |
Injuring someone's reputation by making a false and malicious statement; may be spoken (slander) or written (libel). |
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Consumer picketing |
Product boycotts involving such activities as distributing handbills, carrying placards, and urging customers to refuse to purchase products from a particular retail or wholesale business. |
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Coordinated bargaining |
When an employer bargains with several unions simultaneously but on separate basis. |
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Deauthorization |
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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Decertification |
Means for employees to terminate union representation; Removes union from its position as bargaining representative. |
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Defamation |
Injuring someone's reputation by making a false and malicious statement; may be spoken (slander) or written (libel). |
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Directed election |
Type of representation election ordered by NLRB regional director after a preelection hearing. |
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Consumer picketing |
Product boycotts involving such activities as distributing handbills, carrying placards, and urging customers to refuse to purchase products from a particular retail or wholesale business. |
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Coordinated bargaining |
When an employer bargains with several unions simultaneously but on separate basis. |
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Deauthorization |
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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Decertification |
Means for employees to terminate union representation; Removes union from its position as bargaining representative. |
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Defamation |
Injuring someone's reputation by making a false and malicious statement; may be spoken (slander) or written (libel). |
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Directed election |
Type of representation election ordered by NLRB regional director after a preelection hearing. |
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Distributive bargaining |
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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Double breasting |
When a common owner operates both union and nonunion businesses. |
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Double breasting |
When a common owner operates both union and nonunion businesses. |
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Dues checkoff |
Where employees agree in writing to an automatic deduction of dues from their paychecks. |
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Double breasting |
When a common owner operates both union and nonunion businesses. |
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Dues checkoff |
Where employees agree in writing to an automatic deduction of dues from their paychecks. |
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Duty of fair representation |
Requires that unions act fairly on behalf of the employees they represent in negotiating and administering collective bargaining agreements. |
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Double breasting |
When a common owner operates both union and nonunion businesses. |
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Dues checkoff |
Where employees agree in writing to an automatic deduction of dues from their paychecks. |
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Duty of fair representation |
Requires that unions act fairly on behalf of the employees they represent in negotiating and administering collective bargaining agreements. |
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Duty of good faith and fair dealing |
Imposes on each party in a contract in an obligation for honesty in the conduct of the transaction. |
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Double breasting |
When a common owner operates both union and nonunion businesses. |
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Dues checkoff |
Where employees agree in writing to an automatic deduction of dues from their paychecks. |
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Duty of fair representation |
Requires that unions act fairly on behalf of the employees they represent in negotiating and administering collective bargaining agreements. |
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Duty of good faith and fair dealing |
Imposes on each party in a contract in an obligation for honesty in the conduct of the transaction. |
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Duty of loyalty |
Common law precept that imposes on employees a duty to be loyal to the employer. |
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Double breasting |
When a common owner operates both union and nonunion businesses. |
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Dues checkoff |
Where employees agree in writing to an automatic deduction of dues from their paychecks. |
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Duty of fair representation |
Requires that unions act fairly on behalf of the employees they represent in negotiating and administering collective bargaining agreements. |
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Duty of good faith and fair dealing |
Imposes on each party in a contract in an obligation for honesty in the conduct of the transaction. |
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Duty of loyalty |
Common law precept that imposes on employees a duty to be loyal to the employer. |
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Duty of successor employers or unions |
Mutual bargaining obligation of an employer and a union when a majority interest in a unionized company is sold to another employer. |
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Double breasting |
When a common owner operates both union and nonunion businesses. |
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Dues checkoff |
Where employees agree in writing to an automatic deduction of dues from their paychecks. |
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Duty of fair representation |
Requires that unions act fairly on behalf of the employees they represent in negotiating and administering collective bargaining agreements. |
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Duty of good faith and fair dealing |
Imposes on each party in a contract in an obligation for honesty in the conduct of the transaction. |
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Duty of loyalty |
Common law precept that imposes on employees a duty to be loyal to the employer. |
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Duty of successor employers or unions |
Mutual bargaining obligation of an employer and a union when a majority interest in a unionized company is sold to another employer. |
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E.I. DuPont & Company |
1993 NLRB really that held certain employee committees to be illegal because Dupont management circumvented the legally chosen employee representatives and usurped the union's right to represent its members. |
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Double breasting |
When a common owner operates both union and nonunion businesses. |
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Dues checkoff |
Where employees agree in writing to an automatic deduction of dues from their paychecks. |
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Duty of fair representation |
Requires that unions act fairly on behalf of the employees they represent in negotiating and administering collective bargaining agreements. |
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Duty of good faith and fair dealing |
Imposes on each party in a contract in an obligation for honesty in the conduct of the transaction. |
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Duty of loyalty |
Common law precept that imposes on employees a duty to be loyal to the employer. |
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Duty of successor employers or unions |
Mutual bargaining obligation of an employer and a union when a majority interest in a unionized company is sold to another employer. |
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E.I. DuPont & Company |
1993 NLRB really that held certain employee committees to be illegal because Dupont management circumvented the legally chosen employee representatives and usurped the union's right to represent its members. |
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Electromation |
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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Employee handbook |
Explains major HR and employee policies and procedures and generally describes the employee benefits provided. |
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Employee handbook |
Explains major HR and employee policies and procedures and generally describes the employee benefits provided. |
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Employee involvement (EI) |
Planned and orderly attempt to link the shared interests of the employee and the organization for their mutual benefit. |
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Employee handbook |
Explains major HR and employee policies and procedures and generally describes the employee benefits provided. |
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Employee involvement (EI) |
Planned and orderly attempt to link the shared interests of the employee and the organization for their mutual benefit. |
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Employee participation programs (EPP's) |
Programs to improve communication between employees and management and empower employees in some workplace decisions. |
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Employee handbook |
Explains major HR and employee policies and procedures and generally describes the employee benefits provided. |
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Employee involvement (EI) |
Planned and orderly attempt to link the shared interests of the employee and the organization for their mutual benefit. |
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Employee participation programs (EPP's) |
Programs to improve communication between employees and management and empower employees in some workplace decisions. |
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Employment-at-will (EAW) |
Common law principle stating that employers have the right to hire, fire, demote, and promote whomever they choose for any reason unless there is a law or contract to the contrary and the employees have the right to quit a job at any time. |
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Employee handbook |
Explains major HR and employee policies and procedures and generally describes the employee benefits provided. |
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Employee involvement (EI) |
Planned and orderly attempt to link the shared interests of the employee and the organization for their mutual benefit. |
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Employee participation programs (EPP's) |
Programs to improve communication between employees and management and empower employees in some workplace decisions. |
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Employment-at-will (EAW) |
Common law principle stating that employers have the right to hire, fire, demote, and promote whomever they choose for any reason unless there is a law or contract to the contrary and the employees have the right to quit a job at any time. |
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Excelsior List |
List the employer has to provide the union with the names and addresses of certain employees within seven days after the direction or consent to an election. |
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Employee handbook |
Explains major HR and employee policies and procedures and generally describes the employee benefits provided. |
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Employee involvement (EI) |
Planned and orderly attempt to link the shared interests of the employee and the organization for their mutual benefit. |
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Employee participation programs (EPP's) |
Programs to improve communication between employees and management and empower employees in some workplace decisions. |
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Employment-at-will (EAW) |
Common law principle stating that employers have the right to hire, fire, demote, and promote whomever they choose for any reason unless there is a law or contract to the contrary and the employees have the right to quit a job at any time. |
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Excelsior List |
List the employer has to provide the union with the names and addresses of certain employees within seven days after the direction or consent to an election. |
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Expressed oral contract |
Involves verbal promises made between employer and employee related to employment. |
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Employee handbook |
Explains major HR and employee policies and procedures and generally describes the employee benefits provided. |
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Employee involvement (EI) |
Planned and orderly attempt to link the shared interests of the employee and the organization for their mutual benefit. |
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Employee participation programs (EPP's) |
Programs to improve communication between employees and management and empower employees in some workplace decisions. |
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Employment-at-will (EAW) |
Common law principle stating that employers have the right to hire, fire, demote, and promote whomever they choose for any reason unless there is a law or contract to the contrary and the employees have the right to quit a job at any time. |
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Excelsior List |
List the employer has to provide the union with the names and addresses of certain employees within seven days after the direction or consent to an election. |
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Expressed oral contract |
Involves verbal promises made between employer and employee related to employment. |
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Featherbedding |
Situation in which unions try to require the employment of more workers than is necessary. |
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Employee handbook |
Explains major HR and employee policies and procedures and generally describes the employee benefits provided. |
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Employee involvement (EI) |
Planned and orderly attempt to link the shared interests of the employee and the organization for their mutual benefit. |
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Employee participation programs (EPP's) |
Programs to improve communication between employees and management and empower employees in some workplace decisions. |
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Employment-at-will (EAW) |
Common law principle stating that employers have the right to hire, fire, demote, and promote whomever they choose for any reason unless there is a law or contract to the contrary and the employees have the right to quit a job at any time. |
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Excelsior List |
List the employer has to provide the union with the names and addresses of certain employees within seven days after the direction or consent to an election. |
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Expressed oral contract |
Involves verbal promises made between employer and employee related to employment. |
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Featherbedding |
Situation in which unions try to require the employment of more workers than is necessary. |
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Federal Labor Relations Authority (FLRA) |
Administers the provisions of the various executive orders that fall under the Civil Service Reform Act of 1978. |
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Employee handbook |
Explains major HR and employee policies and procedures and generally describes the employee benefits provided. |
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Employee involvement (EI) |
Planned and orderly attempt to link the shared interests of the employee and the organization for their mutual benefit. |
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Employee participation programs (EPP's) |
Programs to improve communication between employees and management and empower employees in some workplace decisions. |
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Employment-at-will (EAW) |
Common law principle stating that employers have the right to hire, fire, demote, and promote whomever they choose for any reason unless there is a law or contract to the contrary and the employees have the right to quit a job at any time. |
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Excelsior List |
List the employer has to provide the union with the names and addresses of certain employees within seven days after the direction or consent to an election. |
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Expressed oral contract |
Involves verbal promises made between employer and employee related to employment. |
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Featherbedding |
Situation in which unions try to require the employment of more workers than is necessary. |
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Federal Labor Relations Authority (FLRA) |
Administers the provisions of the various executive orders that fall under the Civil Service Reform Act of 1978. |
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Federal Mediation and Conciliation Service (FMCS) |
Offers assistance in contract settlement and maintains a list of arbitrators to help interpret contract language and resolve disputes. |
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Employee handbook |
Explains major HR and employee policies and procedures and generally describes the employee benefits provided. |
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Employee involvement (EI) |
Planned and orderly attempt to link the shared interests of the employee and the organization for their mutual benefit. |
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Employee participation programs (EPP's) |
Programs to improve communication between employees and management and empower employees in some workplace decisions. |
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Employment-at-will (EAW) |
Common law principle stating that employers have the right to hire, fire, demote, and promote whomever they choose for any reason unless there is a law or contract to the contrary and the employees have the right to quit a job at any time. |
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Excelsior List |
List the employer has to provide the union with the names and addresses of certain employees within seven days after the direction or consent to an election. |
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Expressed oral contract |
Involves verbal promises made between employer and employee related to employment. |
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Featherbedding |
Situation in which unions try to require the employment of more workers than is necessary. |
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Federal Labor Relations Authority (FLRA) |
Administers the provisions of the various executive orders that fall under the Civil Service Reform Act of 1978. |
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Federal Mediation and Conciliation Service (FMCS) |
Offers assistance in contract settlement and maintains a list of arbitrators to help interpret contract language and resolve disputes. |
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Flextime |
Work schedule that requires employees to work an established number of hours per week but allows starting and ending times to vary. |
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Employee handbook |
Explains major HR and employee policies and procedures and generally describes the employee benefits provided. |
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Focus group |
Small group (normally six to twelve) invited to actively participate in a structured discussion with a facilitator. |
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Employee involvement (EI) |
Planned and orderly attempt to link the shared interests of the employee and the organization for their mutual benefit. |
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Employee participation programs (EPP's) |
Programs to improve communication between employees and management and empower employees in some workplace decisions. |
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Employment-at-will (EAW) |
Common law principle stating that employers have the right to hire, fire, demote, and promote whomever they choose for any reason unless there is a law or contract to the contrary and the employees have the right to quit a job at any time. |
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Excelsior List |
List the employer has to provide the union with the names and addresses of certain employees within seven days after the direction or consent to an election. |
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Expressed oral contract |
Involves verbal promises made between employer and employee related to employment. |
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Featherbedding |
Situation in which unions try to require the employment of more workers than is necessary. |
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Federal Labor Relations Authority (FLRA) |
Administers the provisions of the various executive orders that fall under the Civil Service Reform Act of 1978. |
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Federal Mediation and Conciliation Service (FMCS) |
Offers assistance in contract settlement and maintains a list of arbitrators to help interpret contract language and resolve disputes. |
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Flextime |
Work schedule that requires employees to work an established number of hours per week but allows starting and ending times to vary. |
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Fraudulent misrepresentation |
Intentional deception relied upon and resulting in injury to another person. |
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Gissel order |
NLRB order to an employer to bargain with the union as a remedy for a serious UL P charges against the employer. |
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Gissel order |
NLRB order to an employer to bargain with the union as a remedy for a serious UL P charges against the employer. |
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Good-faith bargaining |
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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Grievance procedure |
Provide an orderly way to resolve differences of opinion in regard to an union contract. |
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Hot cargo clauses |
Agreement that union members are not required to handle goods made by nonunion labor or a struck plant; generally illegal. |
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Illegal subjects |
Those collective bargaining items that are unlawful by statute; also known as external subjects. |
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Illegal subjects |
Those collective bargaining items that are unlawful by statute; also known as external subjects. |
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Implied contract |
Exists when an agreement is implied from circumstances even though there is no express agreement between employer and employee. |
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Industrial democracy |
As related to international labor relations, where employees have legally mandated rights to participate in management decisions. |
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Industrial democracy |
As related to international labor relations, where employees have legally mandated rights to participate in management decisions. |
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Inevitable disclosure |
Enables an employer to prevent an employee from taking employment with a competitor when the current employer's trade secrets might "inevitably" be disclosed. |
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Industrial democracy |
As related to international labor relations, where employees have legally mandated rights to participate in management decisions. |
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Inevitable disclosure |
Enables an employer to prevent an employee from taking employment with a competitor when the current employer's trade secrets might "inevitably" be disclosed. |
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Informational picketing |
Type of picketing done to advise the public that an employer is nonunion. |
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Industrial democracy |
As related to international labor relations, where employees have legally mandated rights to participate in management decisions. |
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Inevitable disclosure |
Enables an employer to prevent an employee from taking employment with a competitor when the current employer's trade secrets might "inevitably" be disclosed. |
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Informational picketing |
Type of picketing done to advise the public that an employer is nonunion. |
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Injunction |
Court order that restricts, prevents, or requires certain activities. |
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Industrial democracy |
As related to international labor relations, where employees have legally mandated rights to participate in management decisions. |
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Inevitable disclosure |
Enables an employer to prevent an employee from taking employment with a competitor when the current employer's trade secrets might "inevitably" be disclosed. |
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Informational picketing |
Type of picketing done to advise the public that an employer is nonunion. |
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Injunction |
Court order that restricts, prevents, or requires certain activities. |
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Integrative bargaining |
Takes place when there is more than one issue to be resolved; focuses on creative solutions to conflicts that reconcile parties' interests and result in mutual benefit. |
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Industrial democracy |
As related to international labor relations, where employees have legally mandated rights to participate in management decisions. |
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Inevitable disclosure |
Enables an employer to prevent an employee from taking employment with a competitor when the current employer's trade secrets might "inevitably" be disclosed. |
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Informational picketing |
Type of picketing done to advise the public that an employer is nonunion. |
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Injunction |
Court order that restricts, prevents, or requires certain activities. |
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Integrative bargaining |
Takes place when there is more than one issue to be resolved; focuses on creative solutions to conflicts that reconcile parties' interests and result in mutual benefit. |
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Interest-based bargaining |
Form of negotiating where parties look for common ground and attempt to satisfy mutual interests through the bargaining process. |
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Industrial democracy |
As related to international labor relations, where employees have legally mandated rights to participate in management decisions. |
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Inevitable disclosure |
Enables an employer to prevent an employee from taking employment with a competitor when the current employer's trade secrets might "inevitably" be disclosed. |
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Informational picketing |
Type of picketing done to advise the public that an employer is nonunion. |
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Injunction |
Court order that restricts, prevents, or requires certain activities. |
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Integrative bargaining |
Takes place when there is more than one issue to be resolved; focuses on creative solutions to conflicts that reconcile parties' interests and result in mutual benefit. |
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Interest-based bargaining |
Form of negotiating where parties look for common ground and attempt to satisfy mutual interests through the bargaining process. |
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Job bidding |
Employee application and/or prior request system used to help employees change jobs. |
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Industrial democracy |
As related to international labor relations, where employees have legally mandated rights to participate in management decisions. |
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Inevitable disclosure |
Enables an employer to prevent an employee from taking employment with a competitor when the current employer's trade secrets might "inevitably" be disclosed. |
|
Informational picketing |
Type of picketing done to advise the public that an employer is nonunion. |
|
Injunction |
Court order that restricts, prevents, or requires certain activities. |
|
Integrative bargaining |
Takes place when there is more than one issue to be resolved; focuses on creative solutions to conflicts that reconcile parties' interests and result in mutual benefit. |
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Interest-based bargaining |
Form of negotiating where parties look for common ground and attempt to satisfy mutual interests through the bargaining process. |
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Job bidding |
Employee application and/or prior request system used to help employees change jobs. |
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Job enlargement |
Broadening the scope of a job by expanding the number of different tasks to be performed. |
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Industrial democracy |
As related to international labor relations, where employees have legally mandated rights to participate in management decisions. |
|
Inevitable disclosure |
Enables an employer to prevent an employee from taking employment with a competitor when the current employer's trade secrets might "inevitably" be disclosed. |
|
Informational picketing |
Type of picketing done to advise the public that an employer is nonunion. |
|
Injunction |
Court order that restricts, prevents, or requires certain activities. |
|
Integrative bargaining |
Takes place when there is more than one issue to be resolved; focuses on creative solutions to conflicts that reconcile parties' interests and result in mutual benefit. |
|
Interest-based bargaining |
Form of negotiating where parties look for common ground and attempt to satisfy mutual interests through the bargaining process. |
|
Job bidding |
Employee application and/or prior request system used to help employees change jobs. |
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Job enlargement |
Broadening the scope of a job by expanding the number of different tasks to be performed. |
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Job posting |
Situation in which currently available positions are posted so interested and qualified employees may apply. |
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Industrial democracy |
As related to international labor relations, where employees have legally mandated rights to participate in management decisions. |
|
Inevitable disclosure |
Enables an employer to prevent an employee from taking employment with a competitor when the current employer's trade secrets might "inevitably" be disclosed. |
|
Informational picketing |
Type of picketing done to advise the public that an employer is nonunion. |
|
Injunction |
Court order that restricts, prevents, or requires certain activities. |
|
Integrative bargaining |
Takes place when there is more than one issue to be resolved; focuses on creative solutions to conflicts that reconcile parties' interests and result in mutual benefit. |
|
Interest-based bargaining |
Form of negotiating where parties look for common ground and attempt to satisfy mutual interests through the bargaining process. |
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Job bidding |
Employee application and/or prior request system used to help employees change jobs. |
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Job enlargement |
Broadening the scope of a job by expanding the number of different tasks to be performed. |
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Job posting |
Situation in which currently available positions are posted so interested and qualified employees may apply. |
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Job rotation |
Breaks the monotony of routine jobs by shifting people between comparable but different jobs. |
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Industrial democracy |
As related to international labor relations, where employees have legally mandated rights to participate in management decisions. |
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Job sharing |
Results when the two part-time employees share one full-time job. |
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Inevitable disclosure |
Enables an employer to prevent an employee from taking employment with a competitor when the current employer's trade secrets might "inevitably" be disclosed. |
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Informational picketing |
Type of picketing done to advise the public that an employer is nonunion. |
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Injunction |
Court order that restricts, prevents, or requires certain activities. |
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Integrative bargaining |
Takes place when there is more than one issue to be resolved; focuses on creative solutions to conflicts that reconcile parties' interests and result in mutual benefit. |
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Interest-based bargaining |
Form of negotiating where parties look for common ground and attempt to satisfy mutual interests through the bargaining process. |
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Job bidding |
Employee application and/or prior request system used to help employees change jobs. |
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Job enlargement |
Broadening the scope of a job by expanding the number of different tasks to be performed. |
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Job posting |
Situation in which currently available positions are posted so interested and qualified employees may apply. |
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Job sharing |
Results when two part-time employees share one full-time job. |
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Labor organization |
Any organization in which employees participate and which exists for the purpose of dealing with employers on work-related issues. |
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National Labor Relations Act (NLRA) |
Act that protects the rights of employees to organize unhampered by management; also known as Wagner Act. |
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National Labor Relations Board (NLRB) |
Agency that has authority to conduct union representation elections and investigate unfair labor practices. |
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Negligent hiring |
Hiring of an employee who the employer knew or should have known, based on a reasonable pre-hire investigation of the employee's background, posed a risk to others in the workplace. |
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Negligent retention |
Retention of employees who engage in misconduct both during and after working hours. |
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Neutrality/cooperation agreement |
Agreement between a union and an employer under which the employer agrees to remain neutral to (o.e., not oppose) a union's attempt to organize its workforce. |
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"Nip in the bud" cases |
NLRB cases involving ULP's during a unions organizing drive that "chill" an organizing effort. |
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No-lockout clause |
Contract stipulation in which the company agrees not to lock out workers during a labor dispute for the life of the contract. |
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Norris-LaGuardia Act |
Act that guarantees workers' right to organize and restricts issuance of court injunctions against peaceful organized labor activity such as strikes, picketing, and boycotts. |
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No-strike clause |
Contract stipulation in which union agrees not to strike during the duration of the contract. |
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Open shop |
Workplace in which union membership (payment of dues) is not required for employee to continue employment beyond 30 days (seven days in the construction industry). |
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Labor-Management Relations Act (LMRA) |
Act that provides balance of power between union and management by designating certain union activities as unfair labor practices; also known as Taft-Hartley Act. |
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Organizational feedback |
Presentation of data to stimulate discussion of problem areas, generate potential solutions, and stimulate motivation for change. |
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Organizational picketing |
Type of picketing done to induce employees to accept a union as their representative. |
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Pattern bargaining |
Takes place when unions negotiate provisions covering wages and other benefits similar to those already provided in other agreements existing within the industry or region; also known as parallel bargaining. |
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Labor-Management Reporting and Disclosure Act (LMRDA) |
Act that protects the rights of union members from corrupt or discriminatory labor unions; also known as Landrum-Griffin Act. |
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Landrum-Griffin Act |
Act that protects the rights of union members from corrupt or discriminatory labor unions; also known as Labor-Management Reporting and Disclosure Act (LMRDA). |
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Litigation hold |
Process of ensuring that any information related to pending (or reasonably anticipated) litigation is identified and preserved without regard to usual document destruction policies or schedules. |
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Lockout |
Occurs when management shuts down operations to prevent union employees from working. |
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Maintenance of membership |
Contract clause that states that an employee may or may not choose to join a union but once the employee joints, he/she must maintain membership for the duration of the contract. |
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Mandatory subjects |
Collective bargaining items required by law and the NLRB. |
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Mediation |
Method of nonbinding dispute resolution involving a third-party who helps disputing parties reach a mutually agreeable decision; also known as conciliation. |
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National Industrial Recovery Act |
Act that extended the policies of the Railway Labor Act to all interstate commerce organizations. |
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Permissive subjects |
Collective bargaining items that may be bargained but are not obligatory; also called voluntary or nonmandatory subjects. |
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Permissive subjects |
Collective bargaining items that may be bargained but are not obligatory; also called voluntary or nonmandatory subjects. |
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Phased retirement |
Offers employees the opportunity to gradually reduce the number of hours they work before they are fully retired. |
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Permissive subjects |
Collective bargaining items that may be bargained but are not obligatory; also called voluntary or nonmandatory subjects. |
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Phased retirement |
Offers employees the opportunity to gradually reduce the number of hours they work before they are fully retired. |
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Policy |
Broad statement that reflects an organization's philosophy, objectives, or standards concerning a particular set of management or employee activities. |
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Positional negotiation |
Type of contract negotiation 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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Principled negotiation |
Type of contract negotiation based on four premises: 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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Principled negotiation |
Type of contract negotiation based on four premises: 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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Procedure |
Detailed step-by-step description of the customary method of handling an activity. |
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Principled negotiation |
Type of contract negotiation based on four premises: 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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Procedure |
Detailed step-by-step description of the customary method of handling an activity. |
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Progressive discipline |
System of increasingly severe penalties for employee discipline. |
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Principled negotiation |
Type of contract negotiation based on four premises: 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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Procedure |
Detailed step-by-step description of the customary method of handling an activity. |
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Progressive discipline |
System of increasingly severe penalties for employee discipline. |
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Project team |
Group of people who come together for a specific project. |
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Principled negotiation |
Type of contract negotiation based on four premises: 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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Procedure |
Detailed step-by-step description of the customary method of handling an activity. |
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Progressive discipline |
System of increasingly severe penalties for employee discipline. |
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Project team |
Group of people who come together for a specific project. |
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Public policy exception |
Exception to doctrine of employment-at-will, holding that employees cannot be fired for fulfilling obligations or for exercising legal rights. |
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Railway Labor Act |
Act that originally provided railroad employees the right to organize and bargain collectively; now covers both railroad and airline employees. |
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Recognition |
When employer recognizes a union as being entitled to conduct collective bargaining on behalf of workers in a particular bargaining unit. |
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Recognition |
When employer recognizes a union as being entitled to conduct collective bargaining on behalf of workers in a particular bargaining unit. |
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Recognitional picketing |
Picketing done to obtain an employer's recognition of the union is a bargaining representative. |
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Reserved gate |
Device used by owner or contractor of a multi-employer work site to isolate pickets of one of these employers with whom a union has a primary dispute. |
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Reserved rights doctrine |
Grants management full authority and discretion over the items that are or could be covered unless the contract limits management's rights in a particular area. |
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Reserved rights doctrine |
Grants management full authority and discretion over the items that are or could be covered unless the contract limits management's rights in a particular area. |
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Right to work |
Refers to statues that prohibit unions from making union membership a condition of employment. |
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Safe harbor |
A law or regulation that provides a measure of protection from liability if certain conditions are met. |
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Safe harbor |
A law or regulation that provides a measure of protection from liability if certain conditions are met. |
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Salting |
Process of using paid union organizers to infiltrate an organization and organize its workers. |
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Secondary boycotts |
When a union attempts to influence and employer by exerting pressure on another employer. |
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Section 7 rights |
Rights under NLRA that allow employees to engage or not engage in union activity. |
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Segmented bargaining |
When employer and union decide to assign specific bargaining issues to committees; proposals are then returned to entire group for decision. |
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Segmented bargaining |
When employer and union decide to assign specific bargaining issues to committees; proposals are then returned to entire group for decision. |
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Self-directed team |
Group of people that works in a self-managing way; typically assume complete autonomy. |
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Segmented bargaining |
When employer and union decide to assign specific bargaining issues to committees; proposals are then returned to entire group for decision. |
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Self-directed team |
Group of people that works in a self-managing way; typically assume complete autonomy. |
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Sherman Anti-Trust Act |
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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Skill variety |
Extent to which a job requires a variety of different activities for successful completion. |
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Skill variety |
Extent to which a job requires a variety of different activities for successful completion. |
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Skip-level interviews |
Practice in union-free organizations of encouraging managers to spend time with each employee two levels below them on an annual basis. |
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Strike |
Refusal by employees to work. |
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Strike |
Refusal by employees to work. |
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Sympathy strike |
Strike by employees of a bargaining unit who refuse to cross picket lines made up of employees who are not members of their bargaining unit. |
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Strike |
Refusal by employees to work. |
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Sympathy strike |
Strike by employees of a bargaining unit who refuse to cross picket lines made up of employees who are not members of their bargaining unit. |
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Taft-Hartley Act |
Act that provides balance of power between union and management by designating certain union activities as unfair labor practices; also known as Labor-Management Relations Act (LMRA). |
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Strike |
Refusal by employees to work. |
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Sympathy strike |
Strike by employees of a bargaining unit who refuse to cross picket lines made up of employees who are not members of their bargaining unit. |
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Taft-Hartley Act |
Act that provides balance of power between union and management by designating certain union activities as unfair labor practices; also known as Labor-Management Relations Act (LMRA). |
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Task force |
Temporary allocation of personnel and resources for the accomplishment of a specific objective. |
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Task identity |
Extent to which a job requires a "whole," identifiable unit of work. |
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Task identity |
Extent to which a job requires a "whole," identifiable unit of work. |
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Task significance |
Extent to which a job has a substantial impact on other people. |
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Team |
Set of two or more people who are equally accountable for accomplishment of a purpose and specific performance goals. |
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Team |
Set of two or more people who are equally accountable for accomplishment of a purpose and specific performance goals. |
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Telecommuting |
Working via computing and telecommunications equipment. |
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TIPS |
Acronym used by many 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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Unfair competition |
Deals with employment contracts that contain covenants not to compete after termination of employment relationship and with the use of secret, confidential, or proprietary information that the employee obtained while working for the former employer. |
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Unfair competition |
Deals with employment contracts that contain covenants not to compete after termination of employment relationship and with the use of secret, confidential, or proprietary information that the employee obtained while working for the former employer. |
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Unfair labor practice (ULP) |
Violation of rights under labor-relations statutes. |
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Union |
Formal labor organization that has the right to represent and bargain group of employees. |
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Union |
Formal labor organization that has the right to represent and bargain group of employees. |
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Union security clauses |
Provisions in a collective bargaining agreement designed to protect the institutional authority or survival 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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Union shop |
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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Wagner Act |
Act that protects the rights of employees to organize unhampered by management; also known as National Labor Relations Act (NLRA). |
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Weingarten rights |
Union employees' right to have a union representative or coworker present during an investigatory interview. |
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Wildcat strikes |
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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Work rule |
Reflects management decisions regarding specific actions to be taken or avoid it in a given situation. |
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Work team |
Group of employees responsible for a given end product. |
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Yellow-dog contracts |
Contracts that force employees to agree not to join a union or participate in any union activity as a condition of employment. |
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Zipper clause |
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. |