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135 Cards in this Set

  • Front
  • Back
When an employer recognizes a union as being entitled to conduct collective bargaining on behalf of workers in a particular bargaining unit.
Recognition
NLRB decision that lifted some of the restrictions on employers' use of employee participation committees.
Crown Cork and Seal Company
Explains major HR and employee policies and procedures and generally describes the employee benefits provided.
Employee handbook
Form of negotiating where parties look for common ground and attempt to satisfy mutual interests through the bargaining process.
Interest-based bargaining (IBB)
Generally means that parties in a negotiation enter into discussion with fair and open minds and a sincere desire to arrive at an agreement.
Good-faith bargaining
Agency that has authority to conduct union representation elections and investigate unfair labor practices.
National Labor Relations Board (NLRB)
Work schedule that compresses a full week's work into fewer than five days.
Compressed workweek
Act that protects the rights of union members from corrupt or discriminatory labor unions; also known as Landrum-Griffin Act.
Labor-Management Reporting and Disclosure Act (LMRDA)
Contracts that force employees to agree not to join a union or participate in any union activity as a condition of employment.
Yellow-dog contracts
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.
Positional negotiation
Presentation of data to stimulate discussion of problem areas, generate potential solutions, and stimulate motivation for change.
Organizational feedback
System of increasingly severe penalties for employee discipline.
Progressive discipline
Administers the provisions of the various executive orders that fall under the Civil Service Reform Act of 1978.
Federal Labor Relations Authority (FLRA)
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.
Union shop
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).
Taft-Hartley Act
Process of using paid union organizers to infiltrate an organization and organize its workers.
Salting
Contract stipulation in which the company agrees not to lock out workers during a labor dispute for the life of the contract.
No-lockout clause
Mutuality of interests among employees in bargaining for wages, hours, and working conditions.
Community of interests
Mutual bargaining obligation of an employer and a union when a majority interest in a unionized company is sold to another employer.
Duty of successor employers or unions
Clause that states that union membership is a condition of hiring; is illegal (except in the construction industry).
Closed shop
When more than one employer negotiates with the union; also known as multiple employer bargaining.
Coalition bargaining
Removes authority of a bargaining representative in a non-right-to-work state to negotiate or enforce a union security clause.
Deauthorization
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.
Labor-Management Relations Act (LMRA)
Cards signed by employees to indicate that they want union representation.
Authorization cards
Where employees agree in writing to an automatic deduction of dues from their paychecks.
Dues checkoff
Court order that directs a party, employer, or union to do or refrain from doing a certain act (or acts).
Injunction
Method of nonbinding dispute resolution involving a third party who tries to help disputing parties reach a mutually agreeable decision; also known as mediation.
Conciliation
Agreement or contract negotiated through collective bargaining process.
Collective bargaining agreement (CBA)
Injuring someone's reputation by making a false and malicious statement; may be spoken (slander) or written (libel).
Defamation
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.
Principled negotiation
Broad statement that reflects an organization's philosophy, objectives, or standards concerning a particular set of management or employee activities.
Policy
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.
Ally doctrine
Umbrella term used to describe a number of problem-solving and grievance resolution approaches.
Alternative dispute resolution (ADR)
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.
Distributive bargaining
Contract clause that states that an employee may or may not choose to join a union but once the employee joins, he/she must maintain membership for the duration of the contract.
Maintenance of membership
Giving more-senior workers whose jobs have been eliminated the right to transfer into jobs of less-senior workers.
Bumping
Act that extended the policies of the Railway Labor Act to all interstate commerce organizations.
National Industrial Recovery Act
Group of people that works in a self-managing way; typically assume complete autonomy.
Self-directed team
Employees a United States company hires abroad for jobs in their own country.
Local nationals
1993 NLRB ruling 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.
E. I. Dupont & Company
Act that curbed concentrations of power that interfered with trade and reduced economic competition; directed at large monopolistic employers but applied by courts to the labor unions.
Sherman Anti-Trust Act
Group of people who come together for a specific project.
Project team
Principle under which regulations on unfair labor practices that apply to employers and unions also apply to acts of their agents.
Agent-principal relationship
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.
Pattern bargaining
Common-law precept that imposes on employees a duty to be loyal to the employer.
Duty of loyalty
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.
Unfair competition
Contract stipulation in which both parties waive the right to demand bargaining on any matter not dealt with in the contract, whether or not that matter was contemplated when the contract was negotiated or signed.
Zipper clause
Enables an employer to prevent an employee from taking employment with a competitor when the current employer's trade secrets might "inevitably" be disclosed.
Inevitable disclosure
As related to international labor relations, groups of workers and management representatives charged with examining how to improve company performance, working conditions, job security, etc.
Work councils
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.
Negligent hiring
Contract stipulation in which union agrees not to strike during the duration of the contract.
No-strike clause
Retention of employees who engage in misconduct both during and after working hours.
Negligent retention
NLRB certification indicating that a union has won an election and will be the exclusive representative of the bargaining unit.
Certification of representative
Agreement that union members are not required to handle goods made by nonunion labor or a struck plant; illegal except for provisions in the construction and clothing industries.
Hot cargo clauses
Act that guarantees workers' right to organize and restricts issuance of court injunctions against nonviolent union activity such as strikes, picketing, and boycotts.
Norris-LaGuardia Act
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.
Electromation
Act that protects the rights of employees to organize unhampered by management; also known as National Labor Relations Act (NLRA).
Wagner Act
Provides an orderly way to resolve differences of opinion in regard to a union contract.
Grievance procedure
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.
Consumer picketing
Action directed at a primary party through action against some third party.
Secondary boycotts
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.
Integrative bargaining
Act that minimally restricted the use of injunctions against labor and legalized peaceful strikes, picketing, and boycotts.
Clayton Act
Practice in union-free organizations of encouraging managers to spend time with each employee two levels below them on an annual basis.
Skip-level interviews
Involves verbal promises made between employer and employee related to employment.
Express oral contract
Process by which management and union representatives negotiate the employment conditions for a particular bargaining unit for a designated period of time.
Collective bargaining
Contract between a union and an employer under which the employer agrees not to oppose a union's attempt to organize its workforce.
Neutrality agreement
Type of representation election that involves an agreement between an employer and a union to waive the preelection hearing.
Consent election
Extent to which a job requires a "whole," identifiable unit of work.
Task identity
Case in which Supreme Court ruled that a pre-hire employment application requiring that all employment disputes be settled by arbitration was enforceable under the Federal Arbitration Act.
Circuit City Stores v. Adams
Situation in which unions try to require the employment of more workers than is necessary.
Featherbedding
Group of employees a union wants to represent.
Bargaining unit
Offers assistance in contract settlement and maintains a list of arbitrators to help interpret contract language and resolve disputes.
Federal Mediation and Conciliation Service (FMCS
Union employees' right to have a union representative or coworker present during an investigatory interview.
Weingarten rights
Collective bargaining items required by law and the NLRB.
Mandatory subjects
Extent to which a job has a substantial impact on other people.
Task significance
Extent to which a job has a substantial impact on other people.
Task significance
Exists when an agreement is implied from circumstances even though there is no express agreement between employer and employee.
Implied contract
Act that protects the rights of employees to organize unhampered by management; also known as Wagner Act.
National Labor Relations Act (NLRA)
Clause that states that even if workers do not join the union, they must still pay the equivalent of dues to the union.
Agency shop
Dictates that custom and usage have the force of law, even if not specifically found in legislatively enacted, codified, written laws.
Common law
Reflects management decisions regarding specific actions to be taken or avoided in a given situation.
Work rule
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.
Wildcat strikes
As related to international labor relations, legislation pending before European Union where employment conditions/practices would be standardized.
Social charter
Act that extended collective bargaining rights to federal employees.
Civil Service Reform Act
Results when two part-time employees share one full-time job.
Job sharing
When a common owner operates both union and nonunion businesses.
Double breasting
Refusal by employees to work.
Strike
Imposes on each party in a contract an obligation for honesty in the conduct of the transaction.
Duty of good faith and fair dealing
Type of representation election ordered by the NLRB regional director after a preelection hearing.
Directed election
As related to international labor relations, a practice in which employees have a role in the management of a company that includes worker representatives with voting rights on the corporate board of directors.
Codetermination
Type of picketing done to advise the public that an employer is nonunion.
Informational picketing
Breaks the monotony of routine jobs by shifting people between comparable but different jobs.
Job rotation
As related to international labor relations, a participatory management approach in which workers have the opportunity to identify problems and help resolve them.
Shop-floor participation
Act that protects the rights of union members from corrupt or discriminatory labor unions; also known as Labor-Management Reporting and Disclosure Act (LMRDA).
Landrum-Griffin Act
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.
Sympathy strike
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.
Reserved rights doctrine
Collective bargaining items that may be bargained but are not obligatory; also called voluntary or nonmandatory subjects.
Permissive subjects
Set of two or more people who are equally accountable for the accomplishment of a purpose and specific performance goals.
Team
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).
Union security clauses
Small group (normally six to twelve) invited to actively participate in a structured discussion with a facilitator.
Focus group
NLRB certification indicating that a union has lost an election.
Certification of results
Extent to which a job requires a variety of different activities for successful completion.
Skill variety
Situation in which lawful picketing of a primary employer also affects a secondary employer that occupies common premises; employers may establish separate or reserved gates, one for the struck employer and the other for all other employers.
Common situs picketing
Increases the depth of a job by adding responsibility for planning, organizing, controlling, and evaluation.
Job enrichment
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.
TIPS
List the employer has to provide the union with the names and addresses of certain employees within seven days after the direction of or consent to an election.
Excelsior List
Process of sending employees abroad and supporting their ability to adapt to cultural changes and complete their international assignment.
Expatriation
Picketing done to obtain an employer's recognition of a union as bargaining representative.
Recognitional picketing
Broadening the scope of a job by expanding the number of different tasks to be performed.
Job enlargement
When an employer bargains with several unions simultaneously but on a separate basis.
Coordinated bargaining
Federal agency responsible for enforcing antidiscrimination laws and handling charges.
U.S. Equal Employment Opportunity Commission (EEOC)
Those collective bargaining items that are unlawful by statute; also known as external subjects.
Illegal subjects
Temporary allocation of personnel and resources for the accomplishment of a specific objective.
Task force
Detailed, step-by-step description of the customary method of handling an activity.
Procedure
Requires that unions act fairly on behalf of the employees they represent in negotiating and administering collective bargaining agreements.
Duty of fair representation
Violation of right under labor-relations statutes.
Unfair labor practice (ULP)
Means for employees to terminate union representation; removes union from its position as bargaining representative.
Decertification
Planned and orderly attempt to link the shared interests of the employee and the company for their mutual benefit.
Employee involvement (EI)
Refers to statutes that prohibit unions from making union membership a condition of employment.
Right to work
Work schedule that requires employees to work an established number of hours per week but allows starting and ending times to vary.
Flextime
Act that originally provided railroad employees the right to organize and bargain collectively; now covers both railroad and airline employees.
Railway Labor Act
Formal association of employees that promotes the interests of its membership through collective action.
Union
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 that employees have the right to quit a job at any time.
Employment-at-will
Method of nonbinding dispute resolution involving a third party who helps disputing parties reach a mutually agreeable decision; also known as conciliation.
Mediation
Type of picketing done to induce employees to accept the union as their representative.
Organizational picketing
Procedure in which disputes are submitted to one or more impartial persons for final determination.
Arbitration
Offers employees the opportunity to gradually reduce the number of hours they work before they are fully retired.
Phased retirement
Intentional deception relied upon and resulting in injury to another person.
Fraudulent misrepresentation
Group of people and resources who come together for the accomplishment of a specific organizational objective.
Committee
System of increasingly severe penalties for employee discipline.
Progressive discipline
Picketing done to obtain an employer's recognition of a union as bargaining representative.
Recognitional picketing
Work schedule that compresses a full week's work into fewer than five days.
Compressed workweek
Contract clause that states that an employee may or may not choose to join a union but once the employee joins, he/she must maintain membership for the duration of the contract.
Maintenance of membership
Requires that unions act fairly on behalf of the employees they represent in negotiating and administering collective bargaining agreements.
Duty of fair representation
Detailed, step-by-step description of the customary method of handling an activity.
Procedure