EE Rel Exam 1

benefits of having a union

A soft issue leading employees to organize would be

what industries are being targetted by unions

what can managers do to discourage unionization

who governs union activity in the US

Wage increase with a larger percent in the first year of the contract

amount of money paid out of pocket before healthcare kicks in

mandatory benefits employers provide

jury duty, holidays, and personal time are all

unions promote based on

formal complaint filed by ee or union ab aspects of the employment relationship

final attempt to save an ee job

their decision is final and binding to both parties

proper reason for discipline or discharge

mutual gains, interest based, and prinipled negotiations are all names for what

employer withholding employment during labor dispute

preventing and resolving problems involving individuals which arise out of or affect work situations and creating strong relationships between the employer and employees

good ee relations include

Effective ee rel process include

strong ee relations=

Any activity between management and unions or employees concerning the negotiation or implementation of a collective bargaining agreement

A written and signed document between an employer entity and a labor organization specifying the terms and conditions of employment for a specified period of time Also known as the “agreement” or “contract”

The particular group of employees represented by the union in collective bargaining

any employee, committee or other organization of any kind in which employees deal with employers concerning grievances, labor disputes, wages, hours, or working conditions

pros of a union

cons of a union

examples of hard issues

examples of soft issues

in Oppressive places of employment

reasons for decline in the union

union for specific trade

union for whole work force

oversees most labor relations activities in the private sector

# members on NLRB

A movement initiated by dissatisfied employees or a unionorganizer to submit a representation petition to the NLRB andwin a representation election, thus providing union certificationand collective bargaining

Members are encouraged by their union to seek employmentat a nonunion company Once hired, they promote unionization The union may supplement their regular pay to provide equitywith a “union” wage

Things a manager may not do, they are told to remember“TIPS”:

Things a managers can do to discourage unionization:

major components of collective bargaining agreement

considered most important and difficult bargaining issue

may be defined as:
Pay for time worked
Pay for units produced

“equal pay for

pay system that :Flat rate of pay for each job classification Some agreements provide a pay range for each job

pay system that: Pays newly hired workers less than current employees performing the same or similar jobs

pay system that: Specify increases in base pay to take effect on future dates during a multiyear contract

wage deferal with larger proportion of total percentage increase in the first year of the agreement

wage defferal with provides lower wage adjustments in the first year, with higher increases in later years

Escalator clause to keep wage rates on pace with inflation

wage system for bonuses

these Provide information on external labor market conditions• Helps assure that negotiated wage rates are justified by marketconditions

benefits employers are required to provide

negotiated benefits employers provide

which guarantees a monthly payment to a former employee during retirement

pension plan in which Upon retirement provides a stipulated, fixed amount of income

pension plan in which Employer makes specified contribution

you pay before health care kicks in

amount due every month to have health care

amount or percent out of pocket paid on health care

vacation plan that length increases longer with the company

vacation plan that compares amount vacation given to hours/days worked in a given time

vacation plan that

Additional hourly rates of pay provided to employees who work the least desirable hours

set of rules and procedures within an agreement that determine the allocation of certain job situations including promotion, layoff and recall, as well as certain economic benefits based on length of service

union officers and committee can override layoffs

Employees with greater seniority, whose jobs have been phased out, have the right to displace workers with less seniority, if they are at least “as qualified

Requires employers to provide 60 days of advance written notice to employees and communities of either a plant closing or mass layoffs

Any formal complaint filed by an employee or union concerning anyaspect of the employment relationship

generally a perceived violation of a contract provision

o 1. Talk to supervisor w/someone in union 2. Written 3. Steward, dept head 4. Union committee, direc personnel, industrial relations 5. Arbitration

A process in which the parties involved agree to
submit an unresolved dispute to a neutral third party, whose
decision is final and binding

A wide range of offenses ranging from serious, such as fighting or
threatening others, to minor offenses, such as failing to punch a
timecard,

offenses in which warrant immediate discharge without the necessity
of prior warnings or attempts at corrective action

call for attempts at corrective action and do not call
for discharge for the first offense

steps used to correct minor offenses

facilitates the parties
developing a resolution of the grievance themselves and thus
avoiding arbitration

type of arbitration used to solve impass in negotiation

type of arbitration used to solve grievances

The arbitrator's decision in a grievance case,
presented in written format and signed by the arbitrator

A negotiation method described as a “win-lose” situation, in
which resources are viewed as fixed and limited, and each
side wants to maximize its share

key elements of distributive bargaining

Both sides seek ways to integrate the interests of both sides into
mutually agreeable options
the goals are To create as much value as possible for both sides and To claim as much value as possible for their own interests

key components of integrative bargaining

stages of the barginaing process

when selecting negotiation team consider

Presenting an issue to the other side in a negotiation in a way
that is convincing and causes the other side to “see” the
proposal in a different light

no solution/ progress has been made

options when an impass occurs

strikers not entitled to reinstatement if their jobs have
been filled with permanent replacements

- strikers entitled to reinstatement even if the
position has been filled

Employer may withhold employment during a labor dispute to resist
union demands