Management against unionized employees

Management against unionized employees

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 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.

 

Mediation

 

·         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 dispute settlement 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 types of arbitration used to resolves 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 which the arbitrator is obligated to accept either the union's position or management's
position on every issues in dispute between the parties.

 

issue-by-issue arbitration

 

·         A form of final-offer 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 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.