the collective bargaining process

the collective bargaining process

 

Union-busting

 

·         a derogatory term used to describe actions taken to prevent a labor union from representing employees

 

Union

 

·         A labor organization with defined members whose purpose is to enhance the welfare of its members in their employment relationship with the company

 

National Labor Relations Act

 

·         The most influential federal law influencing union/ management relations in collective bargaining

 

National Labor Relations Board

 

·         An agency of the federal government that has oversight responsibility for enforcing laws pertaining to union/management relations

 

Authorization card

 

·         a card employees sign authorizing an election to determine whether a union will represent employees in the collective bargaining process

 

Certification election

 

·         an election in which employees vote to determine whether a union will represent them in the collective bargaining process

 

labor contract

 

·         a formal agreement between labor and management that specifies the terms and conditions of employment

 

Impasse

 

·         A point in the collective bargaining process at which both the union and management conclude they are unable to reach an agreement in the formation of a labor contract

 

collective bargaining

 

·         the process by which labor and management negotiate a labor contract

 

Meditation

 

·         a method of dispute settlement in which a neutral third party offers advice to the union and management to help them agree on a labor contract

 

fact-finding

 

·         a method of dispute settlement in which a neutral third party makes public the respective positions of labor and management with the intention that the public will influence the two sides to resolve their disputes in establishing a labor contract

 

Arbitration

 

·         a method of settling a dispute in which a neutral third party resolves the dispute between labor and management by using a decision that is typically final and binding on both parties

 

Interest Arbitration

 

·         a type of arbitration used to resolve disputes between labor and management in the formation of a labor contract

 

conventional arbitration

 

·         a form of arbitration in which the arbitrator is free to fashion whatever decision is deemed most fair in resolving a dispute

 

Final-offer arbitration

 

·         a form of arbitration in which the arbitrator is obligated to accept the final offer of either the union or management in their dispute

 

total-package arbitration

 

·         A form of final-offer arbitration in which the arbitrator is obligated to accept either the union's position or management's position on every issue in dispute between the parties

 

issue-by-issue arbitration

 

·         A form of final-offer arbitration in which the arbitrator is obligated to accept either the union's position or management's position on an issue-by-issue basis in disputes between the parties

 

Labor strike

 

·         A cessation of work activities by unionized employees as a means of influencing management to accept the union position in a dispute over the labor contract

 

Work Slowdown

 

·         a tactic used by some employees to influence the outcome of union/management negotiations in which the usual pace of work is intentionally reduced

 

Sabotage

 

·         a tactic used by some employees to influence the outcome of union/management negotiations in which company equipment is intentionally damaged to reduce work productivity

 

Lockout

 

·         Action taken by management against unionized employees to prevent them from entering their place of work as a means of influencing the union to accept the management position in a dispute over the labor contract

 

Grievance

 

·         A formal complaint made by an employee against management alleging a violation of the labor contract in effect

 

Grievance Arbitration

 

·         A type of arbitration used in resolving disputes between labor and management in interpretation of an existing labor contract. Also called rights arbitration

 

union/nonunion wage differential

 

·         the average difference in wages paid to union versus nonunion employees across an industry or geographic area for performing the same jobs

 

union commitment

 

·         the sense of identity and support unionized employees feel for their labor union

 

union shop

 

·         A provision of employment stipulating that new employees must join the union that represents employees following a probationary period

 

open shop

 

·         a provision of the employment stipulating that, although new employees need not join the union that represents employees, in lieu of union dues they must pay a fee for their representation

 

apprentice training

 

·         a method of training in which the trainee learns to perform a job by serving under the supervision of an experienced worker who provides guidance, direction, and support