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Business in Action 6e Bovée/Thill Labor Relations Chapter 12
Unionization: Employee’s Perspective Higher compensation Greater benefits Influence over hiring, promotions, and layoffs Working conditions and workplace safety Formal processes for employee grievances, discipline, and other matters Solidarity and recognition Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall 12-2
Unionization: Management’s Perspective Work Rules A common element of labor contracts that specifies such things as the tasks certain employees are required to do or are forbidden to do Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall 12-3
Unionization in Historical Perspective National Labor Relations Act Legislation passed in 1935 that established labor relations policies and procedures for most sectors of private industry; commonly known as the Wagner Act Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall 12-4
Unionization in Historical Perspective Labor-Management Relations Act Legislation passed in 1947 that addressed many concerns raised by business owners and shifted the balance of power again Commonly known as the Taft -Hartley Act Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall 12-5
Right-to-Work States Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall 12-6
Union Organizing Drives Authorization Cards Cards signed by employees to indicate interest in having a union represent them Certification Eelection A secret-ballot election overseen by the NLRB to determine whether a union gains the right to represent a group of employees Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall 12-7
Union Organizing Drives Decertification An employee vote to take away a union’s right to represent them Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall 12-8
The Collective Bargaining Process Collective Bargaining A negotiation between union and management negotiators to forge the human resources policies that will apply to all employees covered by a contract Collective Bargaining Agreements (CBAs) Contracts that result from collective bargaining Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall 12-9
Negotiating an Agreement Mediation Use of an impartial third party to help resolve bargaining impasses Arbitration A decision process in which an impartial referee listens to both sides and then makes a judgment by accepting one side’s view Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall 12-10
Labor Options Strike A temporary work stoppage aimed at forcing management to accept union demands Boycott A pressure action by union members and sympathizers who refuse to buy or handle the product of a target company Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall 12-11
Labor Options (cont.) Injunction A court order that requires one side in a dispute to refrain from or engage in a particular action Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall 12-12
Management’s Options Strikebreakers Nonunion workers hired to do the jobs of striking workers Lockout A decision by management to prevent union employees from entering the workplace used to pressure the union to accept a contract proposal Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall 12-13
Grievance, Discipline, and Arbitration Procedures Unfair labor practices Unlawful acts made by either unions or management Grievance A formal complaint against an employer Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall 12-14
Grievance, Discipline, and Arbitration Procedures Progressive Discipline An escalating process of discipline that gives employees several opportunities to correct performance problems before being terminated Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall 12-15
Business in Action 7e Bovée/Thill. Labor Relations Chapter 12.
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