Ch14 Labor/Management Relations

Question 1

The development of labor-related organizations dates to the Middle Ages in Europe, around what year?

Answer 1

1100 AD

Question 2

The traditions of guilds and craft unions spread to North America as immigrants arrived from Europe in what century?

Answer 2

1600’s

Question 3

Developed during the Industrial Revolution as a response to the working conditions in heavy industry that seemed to take advantage of the worker

Answer 3

Organized Labor Unions

Question 4

A pledge that job applicants were required to sign stating that they would not join a union

Answer 4

Yellow-Dog Contract

Question 5

Legislation that made yellow-dog contracts unenforceable by any US court

Answer 5

Norris-La Guardia Act of 1932

Question 6

Legislation that guaranteed unions the right to conduct collective bargaining

Answer 6

National Industrial Recovery Act (NIRA) of 1933

• Ruled unconstitutional and voided in 1935 by Supreme Court

Question 7

Legislation that attempted to restrain management and equalize the power of both management and labor

• Introduced by Senator Robert Wagner (NY) in 1935
• Allowed workers to decide who would represent them in the bargaining process
• Established the National Labor Relations Board (NLRB)
• Defined unfair labor practices
• Prohibited management from interfering with or coercing employees who tried to organize
• Required management to bargain with a recognized union
• Outlawed yellow-dog contracts entirely

Answer 7

Wagner-Connery Act of 1935

• No penalties for any violations

Question 8

Guaranteed that private sector workers would receive overtime pay at 1 1/2 times their normal rate of pay for work beyond 40hrs in one week

Answer 8

Fair Labor Standards Act (FLSA) of 1938

Question 9

Legislation that provided specific penalties for NLRB violations, including fines and imprisonment

Answer 9

Taft-Hartley Act of 1947

Question 10

Organization of employees authorized to bargain with an employer for working conditions

Answer 10

Union

Question 11

Business or industrial establishment for which employment is not restricted to a particular trade union membership; also an agreement under which union membership is not required

Answer 11

Open Shop

Question 12

Business or industrial establishment for whose employees are required to be union members or agree to join a union within a specified time period after being hired

Answer 12

Closed Shop

Question 13

Agreement that requires an employee to join a union at some point after the employment relationship begins

Answer 13

Union Shop

Question 14

Prohibits employers or unions from requiring workers to belong to a union in order to have a job

Answer 14

Right to work law

Question 15

Group of employees that are represented by a union or labor organization

Answer 15

Bargaining Unit

Question 16

Negotiation between organized employees and their employer to determine wages, hours, benefits and working conditions

Answer 16

Collective Bargaining

Question 17

Work stoppage that results from a coordinated refusal on the part of employees to perform assigned work

Answer 17

Strike

Question 18

Withholding of work from employees and the closing of a workplace by an employer during a labor dispute

Answer 18

Lockout (Shutout)

Question 19

Legislation introduced as a reaction to widespread corruption in older union locals found following the merger of the AFL and CIO

Answer 19

Landrum-Griffin Act of 1959

• Officially the Labor-Management Reporting and Disclosure Act

Question 20

How many government employees were members of labor unions in the mid-1950’s?

Answer 20

Fewer than 1 million

Question 21

By 1970, public unions grew to more than __million members

Answer 21

4 million

Question 22

In what year did employees of the US Postal Service go on strike?

Answer 22

1970

- The postmaster general negotiated with strikers even though he was forbidden by law

Question 23

President Reagan fired all striking members and decertified the union

Answer 23

Professional Air Traffic Controllers Organization (PATCO) in 1981

Question 24

Determines the working condition, wages, and benefits for the duration of the contract, usually 1 year or more

Answer 24

Collective Bargaining Process or Negotiation Process

Question 25

Three suggestions by the IAFF for solving communications problems that are valid for both sides of the negotiation process

Answer 25

• Ensure quality communications
• Understand the audience
• Hold two-way dialogues

Question 26

This type of bargaining requires both parties to continually focus on the welfare of the public

Answer 26

Mutual Gains Bargaining

Question 27

Perceived type of confrontation that can generate resentment within the organization with both membership and management viewing each other on a them-us basis

Answer 27

Win-lose confrontation

Question 28

Developed jointly by the department and the leadership of Phoenix Firefighters Union L493, the goal of this process is to foster an open, respectful and trusting relationship between members of the bargaining unit and department management

Answer 28

Relations by Objectives (RBO)

Question 29

A third, neutral party talks with each side and discovers the real issues and concerns that are stalling negotiations

Answer 29

Mediation

Question 30

Arbitrators look at facts and then develop solutions. Suggestions are not binding.

Answer 30

Fact Finding

Question 31

Arbitrators hear evidence from both sides in the dispute and determine a binding solution

Answer 31

Arbitration

Question 32

A complaint by an employee

Answer 32

Grievance

Question 33

Issues covered by a grievance (5)

Answer 33

• Demotion
• Suspension without pay
• Termination without cause
• Work assignments that violate CBA, policy, law
• Work conditions that violate CBA, policy, law

Question 34

Public vs Private Union (4)

Answer 34

Public:

• Monopoly of services
• Service is vital to community
• Disputes usually resolved in court system
• Laws are not uniform

Private:

• Competitive market for services
• Services are important but not vital
• Disputes usually settled outside of court
• Laws are generally uniform