1. MGT 430 – 2015 Class 18 - Chapter 14 Collective Bargaining

2. Organizing Process Signing authorization cardsPetition for electionElection campaignElection and certification

3. Figure 14.5: Authorization Card Example

4. Process &Legal Framework of Organizing  Determine membership in the proposed bargaining unit  An election may be held if at least 30% of employees in the bargaining unit sign authorization cards.  Secret ballot election will be held. The union is certified by NLRB if a simple majority of employees vote for it.  Decertification election may be held if no other election has been held within the year or if no contract is in force.  Certain categories of employees cannot be included in bargaining units- agricultural laborers, independent contractors, supervisors, and managers.  The Employee Free Choice Act- pending in Congress 14-4

5. Signing Authorization Cards A document indicating that an employee wants to be represented by a labor organization in collective bargaining Is there sufficient interest on the part of employees to justify the unit? Evidence of interest when at least 30 % of employees in a work group sign an authorization card A document indicating that an employee wants to be represented by a labor organization in collective bargaining Is there sufficient interest on the part of employees to justify the unit? Evidence of interest when at least 30 % of employees in a work group sign an authorization card

6. Election and Certification NLRB monitors secret-ballot election on set date Board will issue a certification of results to participants Majority of employees (50% + 1) who vote for union. NLRB will certify. Process does not require either party to make concessions; it only compels them to bargain in good faith. NLRB monitors secret-ballot election on set date Board will issue a certification of results to participants Majority of employees (50% + 1) who vote for union. NLRB will certify. Process does not require either party to make concessions; it only compels them to bargain in good faith.

7. Table 14.1: What Supervisors Should and Should Not Do to Discourage Unions

8. Union Strategies Organizers call or visit employees at home to talk about issues like pay and job security. Offer workers associate union membership. Conduct corporate campaigns. Negotiate employer neutrality and card-check provisions into a contract. Organizers call or visit employees at home to talk about issues like pay and job security. Offer workers associate union membership. Conduct corporate campaigns. Negotiate employer neutrality and card-check provisions into a contract.

9. Union Decertification Taft-Hartley Act made it possible for employees to decertify a union Essentially the reverse process that employees must follow to be recognized as an official bargaining unit Employees have used decertification petitions with increasing frequency and success Taft-Hartley Act made it possible for employees to decertify a union Essentially the reverse process that employees must follow to be recognized as an official bargaining unit Employees have used decertification petitions with increasing frequency and success

10. Collective Bargaining In collective bargaining a union negotiates on behalf of its members with management representatives to arrive at a contract defining:  Recognition  Financial requirements (Dues)  Management Rights  Union Security  Compensation and Benefits  Grievance Procedure  Employee Security In collective bargaining a union negotiates on behalf of its members with management representatives to arrive at a contract defining:  Recognition  Financial requirements (Dues)  Management Rights  Union Security  Compensation and Benefits  Grievance Procedure  Employee Security

11. Table 14.2: Typical Provisions in Collective Bargaining Contracts

12. Table 14.2: Typical Provisions in Collective Bargaining Contracts Cont.

13. Test Your Knowledge: Which is an Unfair Labor Practice (ULP)? 1.Enforcing disciplinary policies only to those who have expressed interest in a union 2.Showing employees articles about negative aspects of unions that occurred elsewhere 3.Email employees asking them to respond with how they plan to vote in the union election 4.Tell employees the disadvantages of having a union 5.Enforcing disciplinary policies when deserved to a pro- union employee 6.Promise employees an additional week of vacation if they vote against the union 1.Enforcing disciplinary policies only to those who have expressed interest in a union 2.Showing employees articles about negative aspects of unions that occurred elsewhere 3.Email employees asking them to respond with how they plan to vote in the union election 4.Tell employees the disadvantages of having a union 5.Enforcing disciplinary policies when deserved to a pro- union employee 6.Promise employees an additional week of vacation if they vote against the union

14. Bargaining Over New Contracts Distributive BargainingIntegrative BargainingAttitudinal BargainingIntraorganizational Bargaining

15. When Bargaining Breaks Down Strike: a collective decision by union members not to work until certain demands or conditions are met. Workers withhold their labor Strike: a collective decision by union members not to work until certain demands or conditions are met. Workers withhold their labor Mediation Fact Finder Arbitration Mediation Fact Finder Arbitration StrikesAlternatives to Strikes

16. Figure 14.6: Strikes Involving 1,000 or More Workers

17. Alternatives to Strikes Mediation Conflict resolution procedure in which a mediator hears views of both sides and facilitates negotiation process but has no formal authority to dictate a resolution. Fact Finder Third party to collective bargaining who reports reasons for a dispute, views and arguments of both sides, and possibly a recommended settlement, which parties may decline. Arbitration Conflict resolution procedure in which an arbitrator or arbitration board determines a binding settlement.

18. Contract Administration Carrying out agreement’s terms and resolving conflicts over interpretation or violation of the agreement. Process for resolving union- management conflicts over interpretation or violation of a collective bargaining agreement. Grievances always start with the union steward Process for resolving union- management conflicts over interpretation or violation of a collective bargaining agreement. Grievances always start with the union steward Contract Administration Grievance Procedure

19. Figure 14.7: Steps in an Employee- Initiated Grievance Procedure

20. Labor-Management Cooperation Employee involvement in decision making Self-managing employee teams Labor-management problem-solving teams Broadly defined jobs Sharing of financial gains and business information with employees