Understanding Unions And Their Impact On Hrm

Front 1

Local Union

Back 1

The union that directly represents the interests of its members

Front 2

National Unions

Back 2

Unions that represent workers throughout the country in a particular craft or in a specific industry

Front 3

American Federation of Labor and Congress of Industrial Organizations (AFL-CIO)

Back 3

An organization that promotes cooperation among national unions in order to pursue organized labor's common objectives.

Front 4

Yellow-dog Contracts

Back 4

Now illegal, these contracts stipulate that workers will not organize, support or join a union if hired by the company

Front 5

Railway Labor Act (RLA)

Back 5

A law that compels railroads to bargain with employees' representatives and established mechanisms to resolve labor disputes

Front 6

National Labor Relations Act (Wagner Act)

Back 6

Law giving workers the right to form unions and bargain collectively without being subject to coercion by their employers.

Front 7

Norris-Leguardia Act

Back 7

A law that limits judges' powers to issue injunctions that restrain worker job actions

Front 8

Certification election

Back 8

An election to determine whether company workers want union representation

Front 9

National Labor Relations Board (NLRB)

Back 9

Created by the Wagner Act to supervise certification elections and enforce the law.

Front 10

Labor-Management Relations Act (Taft-Hartley Act)

Back 10

A law aiming to restore the balance of power between employers and unions

Front 11

Decertifaction election

Back 11

An election in which union members vote on whether they want their union to continue representing them

Front 12

Closed Shops

Back 12

Companies that require union membership as a condition of employment

Front 13

Open Shops

Back 13

Companies in which employees covered by the contract do not have to join the union or be assessed a fee for union representation

Front 14

Union Instrumentality

Back 14

The perceived ability of the union to provide important benefits to the worker

Front 15

Petition Phase

Back 15

First phase of a certification election in which workers initial interest in union representation

Front 16

Election phase

Back 16

Second phase of a certification election, culminating in the actual election vote

Front 17

Bargaining unit

Back 17

Positions covered by a bargaining agreement in which two or more employees share common employment interests and working conditions

Front 18

Bargaining order

Back 18

Issued by the NLRB, it directs an employer to accept collective bargaining with the union even if the employer won the election.

Front 19

Collective Bargaining

Back 19

A system for governing relations between representatives of employers and employees through bilateral negotiations to reach mutual agreement about employment terms

Front 20

Collective Bargaining agreement

Back 20

The labor-management contract resulting from the collective bargaining process

Front 21

Good faith bargaining

Back 21

Obliges both management and labor to meet at reasonable times and confer in good faith with respect to wages, hours, and other terms and conditions of employment.

Front 22

Grievance system

Back 22

A system that provides due process for claims of collective bargaining agreement violations.

Front 23

Grievance

Back 23

An allegation that employer or employee contract rights have been violated

Front 24

Arbitration

Back 24

A contract dispute mechanism in which a neutral third party settles matters that cannot be resolved by bilateral discussions between union and management representatives.