Chapter 10 Flashcards

1
Q

184

What are the three primary components that define (boundaries) the fire officer’s supervisory activities?

A
  1. Local labor contract
  2. Municipality’s personnel regulations
  3. Fire departments rules, regulations, and procedures
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2
Q

184
Where are memorandum of understandings (MOU) used as a legal agreement between labor organization in the local jurisdiction?

A

Where government employees do not have formal collective bargaining rights.

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3
Q

184

Collective bargaining

A

A method whereby representatives of employee unions and employers determine the conditions of employment through direct negotiations.

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4
Q

184

Shop steward

A

The union member who is appointed or elected to be the first line of labor representation at the workplace. The shop steward is a member of a workforce whose received additional training in labor relations.

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5
Q

185

What is the largest fire service labor organization in the United States?

A

International Association of Firefighters IAFF

300,000 firefighter and emergency services personnel in the United States and Canada est. 1918

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6
Q

185
Key recommendations that form the foundation of any strong supervisor/employee relationship between fire officer and a firefighter: (4)

A
  1. Scheduling regular one-on-one meetings w/ each member. Establishes connection/trust, discuss job performance, expectations on both parts.
  2. Scheduling regular company meetings. Discuss new policies, concerns, etc. Keeping Open communication critical effective supervisor & employee relationship.
  3. Disagreements, work together, articulate concern, develop solutions
  4. Deteriorating relationship, start by listing areas you can succeed together. Set goals and deadlines. Are goals positive for whole company?

… neutral 3rd party to help mediate?

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7
Q

187

What is the root cause of almost every labor disturbance?

A

Failure to manage the relationship between labor and management properly. Labor management relationship moving from confrontational towards cooperative often through mediation.

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8
Q

187

Mediation

A

Mediation is the intervention of a neutral third-party in an industrial dispute.

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9
Q

187

Grievance

A

A grievance is a dispute, claim, or complaint that any employee or group of employees may have about their interpretation, application, or alleged violation of some provision of the labor agreement/personal regulations.

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10
Q

188

Grievance procedure

A

Formal structure process that is employed within an organization to resolve the grievance. The grievance procedure should specify the sequential process and a timeline to move through the steps.

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11
Q

189

Concerning a grievance procedure what should the objective always be

A

The objective should always be to resolve the problem at the lowest possible level and shortest possible time.

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12
Q

189

The ability to resolve problems at a low level is an indication of ____?

A

Indication of a healthy organization with a good labor-management relationship. The opposite is true as well.

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13
Q

189

Informal grievance

A

The grievant presents complaint verbally to supervisor shortly after its occurrence.

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14
Q

189

When a grievant presents an informal grievance what three pieces of information should also be presented?

A
  1. Article and section of labor agreement/personnel regulation alleged to have been violated.
  2. . Of the grievance, giving facts, dates, and time of events.
  3. Statement of the desired remedy or adjustment
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15
Q

189

At what point during a grievance procedure does the grievance go from informal to formal?

A

The second step. The employee may prepare and submit a written grievance, supervisor has 10 calendar days to reach a decision and provide reply to grievant.

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16
Q

190
What four pieces of federal legislation have established the groundwork for the rules and regulations of present collective bargaining systems?

A
  1. Norris- LaGuardia Act of 1932
  2. Wagner-Connery Act 1935
  3. Taft- Hartley Labor Act of 1947
  4. Landrum-Griffin Act 1959
17
Q

191

Norris – LaGuardia Act of 1932

A

Employee could not be forced into a signing a pledge to not join a union as part of obtaining and keeping a job.

18
Q

191

Yellow dog contracts

A

Contract worker signed as a condition of employment, pledging they would not join a union.

19
Q

191

National Industrial Recovery Act

A

President Franklin Roosevelt took steps to bolster economic growth during Great Depression. One of his initiatives National Industrial Recovery Act NIRA guaranteed unions the right to collective bargaining as part of an effort to keep wages at a level that would maintain purchasing power of the worker.

20
Q

191

Wagner- Connery Act of 1935

A

Establish the procedures that are commonly called collective bargaining. It grants workers the right to decide, by majority vote, which organization will represent them at the labor – management bargaining table. Requires management to bargain with duly elected union representatives and outlaws yellow dog contracts.

21
Q

191

Great strike wave of 1933 - 1934

A

Labor organized citywide strikes and factory takeovers in numerous industrial sections. In response to ongoing unfair labor practices after National Industrial Recovery Act NIRA was overturned. ended by the Wagner- Connery Act of 1935

22
Q

191

What were the five types of unfair labor practices declared illegal by Wagner-Connery Act 1935? (5)

A
  1. Interfering with employees in a union
  2. Stopping the union from forming and collecting money
  3. Not hiring union members
  4. Firing union members
  5. Refusing to bargain with the union
23
Q

191

Taft-Hartley Labor Act 1947 (4)

A

Taft-Hartley

  1. gave workers right from refraining from joining the union
  2. applied unfair labor practice provisions to unions as well as employers.
  3. Prohibited union from forcing management to fire antiunion/nonunion workers.
  4. Unions required to engage in good faith bargaining, and 60 day cool off period was created.
24
Q

191

When does a 60 day cool off period come into effect?

A

When a labor agreement in’s without a new contract

25
Q

191

Was the most significant provision of Taft Hartley from the perspective of firefighters?

A

“Strikes during a national emergency” In the event of an imminent strike could affect a major part of an industry and imperil the health and safety of the nation the president is granted certain powers to help settle disputes. such as ordering employees back to work, compel arbitration, provide economic judicial/political pressure to achieve resolution of the dispute.

26
Q

191

Landrum-Griffin Act of 1959 (2)

A
  1. Established a Bill of Rights for members of labor organizations. Required unions file an annual report listing the assets of the organization as well as names and assets of every officer and employee.
  2. Minimum election requirements are mandated as were duties and responsibility of union officials and officers.
27
Q

192

Executive order #10988

A

Executive order issued by Pres. John F. Kennedy granting federal employees the right to bargain collectively under restricted rules.

28
Q

192

Right to work

A

In states with right to work worker cannot be compelled as a condition of employment to join or pay dues to labor union.

29
Q

192
Open shops
Closed shops

A

Open shops- provided the worker with the option of remaining outside the union.

Closed shops- worker must be a member of a particular union to work for the company.

30
Q

192

Where was the first fully paid fire department in the United States?

A

1853 in Cincinnati, Ohio

31
Q

193
The potential impact of a strike on public safety is so severe that many states prohibit firefighters from walking out. In many cases in which fire service strikes have occurred the public and media have question labor’s right to strike as_____.

A

A matter of ethics

32
Q

194

Firefighter strikes 1918- 1921

A

Most of the firefighter strikes were efforts to establish a two platoon system, obtain more pay, or simply gain the right to form labor organization recognized by the city.

33
Q

194

Firefighter strikes 1931- 1933

A

In reaction to wage reduction and elimination of firefighter jobs

34
Q

194

Firefighter strikes 1973- 1980

A

Most of the strikes occurred after labor and management reached an impasse while negotiating a new contract. None of the strikes resulted in a net gain for organized labor.

35
Q

194

Fair Labor Standards Act (FLSA)

A

The primary purpose of FLSA was to establish minimum standards for wages and spell administrative procedures covering work time and compensation, including overtime entitlement. FLSA requires overtime to be paid at 1.5x.

36
Q

195
Under revised federal regulations, public safety agencies do not have to pay firefighters over time until they have worked ____ hours and a maximum ____ cycle-which averages out to a 53 hour work week.

A

212 hours

28 day cycle

37
Q

195

Political action committee PAC

A

Special interest group that can solicit funding and lobby local and national elected officials on the half of its cause. FIREPAC promotes the legislative and political interests of the IAFF