Chapter 13 Creating Positive Employee-Management Relations Flashcards Preview

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Flashcards in Chapter 13 Creating Positive Employee-Management Relations Deck (24)
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1
Q

3 types of unions

A
  1. industrial unions: semiskilled employees in manufacturing industries
  2. trade unions: skilled employees in a single trade
  3. employee associations: professional employees (healthcare, teachers)
2
Q

National Labor Relations Act of 1935

A

encourages a healthy relationship between private sector workers and their employers

guarantees the right of non-mangerial employees of firms engaged in interstate commerce to join unions and bargain collectively

curb work stoppages and strikes

aka Wagner Act

protects workers’ right to join a union

prohibits unfair labor practices

3
Q

Railway Labor Act

A

governs employment relations for airlines and railroads and is enforced by the National Mediation Board

substitue bargaining, arbitration, and mediation for strikes in resolving labor disputes

4
Q

National Labor Relations Act of 1947

A

Taft-Hartley Act

amended the Wagner Act to clarify what are considered unfair labor practices by unions an employees to extend the Wagner Act’s protections

legalized state right-to-work laws that prohibit union shops in which all workers in a unionized workplace are forced to join the union and pay dues

5
Q

right-to-work laws

A

state laws that prohibit union shops in which all workers in a unionized workplace must join the union and pay dues

6
Q

union shops

A

all workers in a unionized workplace are forced to join the union and pay dues

7
Q

closed shop

A

exclusively employs people who are already union members

8
Q

agency shop

A

requires nonunion workers to pay a fee to the union for its services in negotiating their contracts

9
Q

open shop

A

does not discriminate based on union member ship in employing or keeping workers

10
Q

Labor Management Reporting and Disclosure Act of 1959

A

Landrum-Griffin Act

outlined a bill of rights for union members and established procedures for union elections, discipline, and financial reporting

11
Q

How do unions organize?

A

first obtain the signatures of at least 30% of employees requesting a union

then NLRB verifies the signatures and orders a secret ballot election

if over half the employees signa a authorization card requesting a union the employer can choose to waive the secret ballot election process and voluntarily recognize the union

employer is never able to identify who is in the union

12
Q

card check

A

employees signa a card of support if they are in favor of unionization; if a majority of workers signa union authorization card, the NLRB requires the employer to recognize the union without a secret ballot election

13
Q

decertification election

A

an election to determine if a majority of employees want to no longer be represented by a union

14
Q

work center

A

nonprofit community organizations that offer services to their members including worker advocacy

15
Q

collective bargaining

A

occurs when the employer and the union negotiate in good faith on employment terms and conditions to generate a written contract

16
Q

hard bargaining

A

taking a strong position on an issue

17
Q

surface bargaining

A

going through the motions of negotiations with no intent of reaching an agreement

would violate the law

18
Q

3 categories of collective bargaining

A

mandatory, permissive, and illegal subjects

19
Q

mandatory

A

those required by the National Labor Relations Board and by law

20
Q

permissive

A

may be negotiated but do not have to be

21
Q

illegal

A

may not be negotiated

rights protected under federal or state law

22
Q

negotitation

A

a process in which two or more parties make offers

23
Q

distributive negotitation

A

occurs under zero-sum conditions where any gain to one party is offset by an equivalent loss to the other party

24
Q

integrative negotiation

A

a win win negotiation in which the agreement involves no loss to either party