Human Resource Management - Chapter 15

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After studying this chapter, you should be able to: 1. Give a brief history of the American labor movement. 2. Discuss the main features of at least three major pieces of labor legislation. 3. Present examples of what to expect during the union organizing drive and election. 4. Describe five ways to lose an NLRB election. 5. Illustrate with examples bargaining that is not in good faith.

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Nội dung Text: Human Resource Management - Chapter 15

Human Resource Human Management Management ELEVENTH EDITION 1 G A R Y D E S S L E R Part 5 | Employee Relations Chapter 15 Labor Relations and Collective Bargaining © 2008 Prentice Hall, Inc. PowerPoint Presentation by Charlie Cook All rights reserved. The University of West Alabama All
After studying this chapter, you should be able to: 1. Give a brief history of the American labor movement. 2. Discuss the main features of at least three major Discuss pieces of labor legislation. pieces 3. Present examples of what to expect during the union Present organizing drive and election. organizing 4. Describe five ways to lose an NLRB election. 5. Illustrate with examples bargaining that is not in good Illustrate faith. faith. 6. Develop a grievance procedure. © 2008 Prentice Hall, Inc. All rights reserved. 15–2
What Do Unions Want? Aims of Unions Improved wages, Union hours, working Security conditions, and benefits © 2008 Prentice Hall, Inc. All rights reserved. 15–3
Union Security Types of Union Security Maintenance Closed Union Agency Open of Shop Shop Shop Shop Membership © 2008 Prentice Hall, Inc. All rights reserved. 15–4
The AFL-CIO • The American Federation of Labor and Congress The of Industrial Organizations (AFL-CIO) of  A voluntary federation of about 100 national and voluntary international labor unions in the United States. international • Structure of the AFL-CIO  Local unions  National unions  National federation • Change to Win Coalition © 2008 Prentice Hall, Inc. All rights reserved. 15–5
The Organizing Drive • Employer Responses to Organizing  Can attack the union on ethical and moral grounds Can and cite the cost of union membership. and  Cannot make promises of benefits.  Cannot make unilateral changes in terms and Cannot conditions of employment that were not planned to be implemented prior to the onset of union organizing activity. organizing  Can inform employees of their right to revoke their Can authorization cards. authorization © 2008 Prentice Hall, Inc. All rights reserved. 15–6
The Organizing Drive (cont’d) • Union Activities During Organizing  Unions can picket the company, subject to three Unions constraints: constraints:  Itmust file a petition for an election within 30 days It after the start of picketing. after  The firm cannot already be lawfully recognizing The another union. another  There cannot have been a valid NLRB election There during the past 12 months. during © 2008 Prentice Hall, Inc. All rights reserved. 15–7
NLRB Hearing Officer’s Duties • Determining if the record indicates there is Determining enough evidence to hold an election. enough  Did 30% of the employees in an appropriate Did bargaining unit sign the authorization cards? bargaining • Deciding what the bargaining unit will be.  The bargaining unit is the group of employees that The the union will be authorized to represent and bargain for collectively. for © 2008 Prentice Hall, Inc. All rights reserved. 15–8
The Union Organizing Drive and Election The (cont’d) (cont’d) • The Supervisor’s Role  Unfair labor practices by supervisors:  Could cause the NLRB to hold a new election Could after the company has won a previous election. after  Could cause the company to forfeit the second Could election and go directly to contract negotiation. election © 2008 Prentice Hall, Inc. All rights reserved. 15–9
The Collective Bargaining Process • What Is Collective Bargaining?  Both management and labor are required by law to Both negotiate wages, hours, and terms and conditions of employment “in good faith.” employment • What Is Good Faith Bargaining?  Both parties communicate and negotiate.  They match proposals with counterproposals in a They reasonable effort to arrive at an agreement. reasonable  Neither party can compel the other to agree to a Neither proposal or to make any specific concessions. proposal © 2008 Prentice Hall, Inc. All rights reserved. 15–10
Classes of Bargaining Items Categories of Bargaining Items Mandatory Voluntary Illegal Items Items Items © 2008 Prentice Hall, Inc. All rights reserved. 15–11
Impasses, Mediation, and Strikes • An Impasse An  Usually occurs because one party is demanding Usually more than the other will offer.  Sometimes an impasse can be resolved through Sometimes a third party—a disinterested person such as a mediator or arbitrator.  If the impasse is not resolved:  The union may call a work stoppage, or strike, to The put pressure on management. put  Management may lock out employees. © 2008 Prentice Hall, Inc. All rights reserved. 15–12
Strikes Economic Strike Unfair Labor Practice Strike Types of Strikes Wildcat Strike Sympathy Strike © 2008 Prentice Hall, Inc. All rights reserved. 15–13
Grievances • Grievance • Sources of Grievances  Any factor involving Any  Discipline wages, hours, or  Seniority conditions of employment  Job evaluations that is used as a complaint against the employer. against  Work assignments  Overtime  Vacations  Incentive plans  Holiday pay  Problem employees © 2008 Prentice Hall, Inc. All rights reserved. 15–14
KEY TERMS closed shop illegal bargaining items union shop mandatory bargaining items agency shop impasse open shop mediation right to work fact finder Norris-LaGuardia Act (1932) arbitration National Labor Relations (or Wagner) Act strike National Labor Relations Board (NLRB) economic strike Taft-Hartley Act (1947) unfair labor practice strike national emergency strikes wildcat strike Landrum-Griffin Act (1959) sympathy strike union salting picketing authorization cards corporate campaign bargaining unit boycott decertification inside games collective bargaining lockout © good faithbargainingHall, Inc. All bargaining injunction 2008 Prentice items voluntary grievance rights reserved. 15–15