1. Dealing with Employee- Management Issues and Relationships
Chapter
Twelve
Dealing with Employee- Management Issues and Relationships

2. Employed Workers In Unions
Source: U. S. News & World Report, 3/5/01

3. Union Membership by Industry (2000)
Source: Bureau of Labor Statistics

4. Poor management/ employee relations Negative organizational climate
Why Employees
Join Unions
Why Employees
Don’t Join Unions
Pro-union attitudes
Poor management/ employee relations
Negative organizational climate
Poor work conditions
Union’s reputation
Job security
Anti-union attitude
Good management/ labor relations
Positive organizational climate
Good work conditions
Union’s reputation
Peer pressure
TA 12-1 Why Employees Join/Don’t Join Unions
1. This acetate compares reasons why employees either choose to join or not join a union. See what students think about each of these factors and the decision to join or not join a union.
2. Several key decision factors center on work conditions, employee/management relations, and overall organizational climate. This may be a good time to discuss different types of labor agreements. For example, many students will be surprised that in union shop agreements a worker must join the union or face discharge from a job. You can also bring in information concerning labor law and open shop agreements. It’s possible to compare/contrast between open and union shop agreements in discussing this acetate.
3. You might want to use this acetate to discuss such issues as should public employees be permitted to join unions? If yes, should they be permitted to strike? Ask students if they would be inclined to join a union? Why or why not?

5. History of Labor Unions
Craft Unions
Knights of Labor
AFL
CIO
Industrial Unions
AFL/CIO
National Labor Relations Act, 1935 (Wagner Act)
skilled specialists
unskilled and semi-skilled, by manufacturing sector
1869, all working people
1955, merger
1886, craft unions
1935, industrial unions
employee rights

6. Major Legislation Norris-La Guardia Act, 1932 NLRA (Wagner Act), 1935
Fair Labor Standards Act, 1938
Taft-Hartley Act, 1947
Landrum-Griffin Act, 1959
pro-union, outlawed injunctions, yellow-dog contracts
pro-union, right to join unions, collective bargaining
minimum wage (25¢) and maximum hours
Labor-Management Relations Act
permitted right-to-work laws, no closed shops
Labor-Management Reporting and Disclosure Act
individual rights of union members (anti-corruption)

7. Objectives of Organized Labor
1970s- Pay/Benefits
1980s- Job Security & Union Recognition
1990s- Job Security/ Global Competition

8. Organized Labor Issues
Right-To-Work Laws & Open Shop
opportunity to join or not join a union if available
TA 12-4 States With Right-to-Work Laws
1.    This acetate reviews for students the twenty states that have adopted right-to-work laws. In case students are interested, the last state to pass a right-to-work law was the state of Idaho.
2.    In viewing this acetate, it would be a very good time to go over some of the significant labor laws, such as the Wagner Act and the Taft-Hartley Act. You might want to note to students that of all labor legislation passed, labor unions are perhaps most vehemently opposed to provision 14B of the Taft-Hartley Act, permitting states to enact right-to-work laws. Students need to understand that unions may very well be present in right-to-work states but employees are under no obligation to join. If the union negotiates higher wages or other benefits, the non-members of the union, however, also share in the largesse.
3.    See if students favor right-to-work laws and what their general opinions are of labor unions. If the class is somewhat divided, have them debate the pro’s and con’s of union membership. We have had some spirited discussions in our classes. Also, see what they see as the future of labor unions in the United States.
Right-To-Work States = 21
Union Security Clauses
employees who benefit from union must join or pay dues to the union

9. Union Agreements Closed Shop (illegal) Union Shop (most)
Agency Shop (small %)
Open Shop (few)
Employers could only hire current union members
Joining the union is a condition of keeping job
Employees need not join a union, but must pay dues
TA 12-4 States With Right-to-Work Laws
1.    This acetate reviews for students the twenty states that have adopted right-to-work laws. In case students are interested, the last state to pass a right-to-work law was the state of Idaho.
2.    In viewing this acetate, it would be a very good time to go over some of the significant labor laws, such as the Wagner Act and the Taft-Hartley Act. You might want to note to students that of all labor legislation passed, labor unions are perhaps most vehemently opposed to provision 14B of the Taft-Hartley Act, permitting states to enact right-to-work laws. Students need to understand that unions may very well be present in right-to-work states but employees are under no obligation to join. If the union negotiates higher wages or other benefits, the non-members of the union, however, also share in the largesse.
3.    See if students favor right-to-work laws and what their general opinions are of labor unions. If the class is somewhat divided, have them debate the pro’s and con’s of union membership. We have had some spirited discussions in our classes. Also, see what they see as the future of labor unions in the United States.
Union membership is voluntary

10. Labor Issues Collective Bargaining Certification Decertification
Labor and management form an agreement for workers
Process of getting union recognized by NLRB
workers take away a union’s right to represent them
TA 12-4 States With Right-to-Work Laws
1.    This acetate reviews for students the twenty states that have adopted right-to-work laws. In case students are interested, the last state to pass a right-to-work law was the state of Idaho.
2.    In viewing this acetate, it would be a very good time to go over some of the significant labor laws, such as the Wagner Act and the Taft-Hartley Act. You might want to note to students that of all labor legislation passed, labor unions are perhaps most vehemently opposed to provision 14B of the Taft-Hartley Act, permitting states to enact right-to-work laws. Students need to understand that unions may very well be present in right-to-work states but employees are under no obligation to join. If the union negotiates higher wages or other benefits, the non-members of the union, however, also share in the largesse.
3.    See if students favor right-to-work laws and what their general opinions are of labor unions. If the class is somewhat divided, have them debate the pro’s and con’s of union membership. We have had some spirited discussions in our classes. Also, see what they see as the future of labor unions in the United States.

11. Resolving Disputes TA 12-5 Grievance Resolution Process
1.   Some students, depending on their background, may be familiar with the grievance process, others will know very little about it. This acetate should help to reinforce the entire class’ understanding.
2.    It’s important for students to know that most labor disputes in the workplace are settled at the first step of the grievance process. Shop stewards and first-line managers play a key role here and generally resolve most grievance issues. Students should know, however, that the grievance process could actually ascend up to the highest level of the union and top corporate officers.
3.   This would be an opportune time to discuss the mediation and arbitration process. Students need to understand that binding arbitration calls for a decision that both sides must abide by.

12. Mediation/Arbitration
Bargaining Zone
Mediation/Mediator- suggestions
Arbitration- binding decision
range of option between initial and final offers
third party who encourages continued negotiations
binding decision of a third party

13. Factors That Affect the Collective Bargaining Process
Public Sentiment
Labor Law
State of Economy
Union Rep.
Mgmt.Rep.
Bargaining Topic
Goals of Bargaining Parties
Issues Being Discussed
TA 12-3 Factors that Affect the Collective Bargaining Process
1. This acetate highlights several key issues involved in the collective bargaining process. Students should be reminded that collective bargaining is the life’s blood of the union movement. Historically, labor unions have been limited to collectively bargain only on issues related to job or work conditions. Students can refer to the example in the text of different issues involved in the collective bargaining process. Samuel Gompers, a pioneer of the labor movement, once defined collective bargaining as the process of “equalizing un-equals at a bargaining table.” He felt this was the key objective and achievement of labor unions. This right was earned under the National Labor Relations Act of 1935.
2. Issues such as various labor laws could be addressed at this time. Certainly the National Labor Relations Act (Wagner Act) and the Labor/Management Relations Act (Taft-Hartley Act) are the two most important pieces of legislation in this section.
3. It’s important to inform students that issues in collective bargaining often change. The bargaining topic often relates specifically to outside factors listed on the acetate such as the state of the economy, goals of both parties, and particularly public sentiment. Donald Fehr, the profile in the Getting to Know section is the head of the Player’s Association in Major League Baseball. Some feel there may be another baseball strike in How would public sentiment affect this issue? You can also note how public sympathy for the Teamsters’ Union helped to end the UPS strike in 1997.
4. Students may question you concerning mediation and arbitration in discussing this acetate. Both topics could be discussed at this juncture or perhaps in the discussion of the next acetate.
Precedents in Bargaining

14. Union Tactics On Strike Strike Sickouts Boycott Primary Secondary
public is urged not to buy products of the firm
businesses are urged not to do business with the firm

15. Management Tactics Yellow-Dog Contracts- outlawed Lockouts Injunction
Strikebreakers
employees agree not to join a union when hired
management temporarily closes business (no pay)
court ordered return to work
workers hired to work during a strike

16. Controversial Employee-Management Issues
Executive Compensation
Comparable Worth
Sexual Harrassment
Child Care
Elder Care
Aids/Drug Testing, Violence in Workplace
Employee Stock Ownership Plans(ESOPs)

17. CEO Pay as Multiple of Average Worker Pay
Source: Executive Excess 2000, Institute for Policy Studies & United for a Fair Economy

18. Women’s Earnings as % of Men’s by Age
Source: Business and Professional Women/USA

19. Types of Sexual Harassment
Gender Harassment
Seductive Behavior
Sexual Bribery
Sexual Coercion
Sexual Imposition
TA 12-6 Types of Sexual Harassment
1. This acetate lists the different types of sexual harassment that can occur in the workplace. With this issue dominating the news over the past few years, it’s worthwhile to explain the types to students.
2. Here’s how the five types work:
Gender harassment includes generalized sexist statements and behavior that convey insulting or degrading attitudes about a person’s sex.
Seductive behavior is unwanted, inappropriate and offensive sexual advances.
Sexual bribery is the solicitation of sexual activity or other sex-linked behavior by promise of reward.
Sexual coercion is similar to sexual bribery only with the threat of punishment such as negative job evaluations, loss of promotions, or threat of termination.
Sexual imposition is gross sexual imposition such as forceful touching, feeling, grabbing, or sexual assault

20. Percentage of Workers Responsible for An Aging Relative
TA 12-7 Percentage of Workers Responsible for Aging Relative
1. This acetate highlights a growing problem facing the U.S. workplace. It’s estimated that the number of workers responsible for an elderly relative will double in the next five years was the most recent year for data collected. The UB6E web site will be updating such information as it becomes available.
2. You might use this acetate to tackle the issue of proactive behavior versus reactive behavior in the workplace. According to Hewitt Associates, companies they have surveyed are still lacking in offering significant elder care benefits to employees compared to the level of assistance offered in child-care benefits. A similar survey conducted by the Society for Human Resource Management reported that two-thirds of the companies it evaluated were involved in a very limited degree with elder care services.
3. It important for students to review this rather brief but important section in the chapter. Elder caregivers are absent on average 1 1/2 times more often than other employees are. Productivity losses for elder care costs as much as $2,500 per year per care-giving employee. Since elder care providers tend to be older, more experienced workers, the cost to the company is generally higher than the time lost due to child-care. The sad fact is the situation will only get worse in the future.

21. Major Types of Workplace Violence
TA 12-8 Major Types of Workplace Violence
1. Workplace violence is addressed in Chapter 12 and has been a current feature on news broadcasts and in newspapers. We don’t need to remind students about such horrific events as the Columbine massacre. See if students think the workplace is getting more violent. If they answer yes, ask them why it is.
2. As the acetate points out, the major cause of violence occurs with one employee attacking another or an employee attacking a supervisor. The NBA case involving Latrell Sprewell (the player that choked his coach) would be a good example to use here. See what the students think about what he did and was his punishment justifiable. Also, ask students if some jobs don’t lend themselves to workplace violence? See if they can name a few such jobs.

22. Chapter 12 Terms Negotiated labor management agreement
Congress of Industrial Organizations
Employee Stock Ownership Plans
American Federation of Labor
Strike
Decertification
Strikebreakers
Unions
Industrial Unions
Bargaining zone
Arbitration
Lockout
Agency shop agreement
Collective bargaining
Secondary boycott
Injunction
Knights of Labor
Closed-shop agreement
Certification
Givebacks
Right-to-work-laws
Comparable worth
Primary boycott
Grievance
Union Security Clause
Open shop Agreement
Craft Union
Mediation
Union Shop Agreement
Yellow-dog contracts
Cooling off period
Shop steward