BA 6103 Chapter 10

1
BA 6103 Chapter 10

• Labor Relations

2
The Nature of Unions

• Labor Union a formal association of workers that
  promotes the interests of its members through
  collective action.
• Unions are both economic social institutions.

3
Union Membership

• In the private sector less than 10 of the
  workforce. Public sector close to 60.
• Reasons for decline economic, geographic change
  workforce changes

4
Why Workers Still Unionize

• Research consistently shows that employees join
  unions for two primary reasons
• They are dissatisfied with how they are treated
  by their employers.
• They believe that unions can improve their work
  situations.
• Primary determinant? management in
  particular, perceived inequitable treatment by
  1st line supervisors.
• Other factors Poor working conditions
  non-competitive pay, inadequate benefits,
  inequitable pay raises use of fear
  intimidation, lack of recognition Job
  insecurity, unfair discipline, lack of response
  to complaints, harassment abusive treatment.

5
National Labor Code

• The National Labor Relations Act
• Three statutes
• The Wagner Act (1935)
• Declared that the policy of the U.S was to
  encourage collective bargaining. It established
  the right of workers to organize unhampered by
  management interference. Prohibited employers
  from utilizing unfair labor practices. Created
  National Labor Relations Board (NLRB).
• The Taft-Hartley Act (1947)
• Forbad unions from engaging in unfair labor
  practices coercion, discrimination against
  non-members, refusing to bargain, excessive
  membership fees. Section 14(b) Right-to-work
  provisions allows states to pass laws that
  restrict compulsory union membership (outlaws
  certain forms of union security agreements).
• The Landrum-Griffin Act (1959)
• Designed to ensure the democratic rights of union
  members. Unions required to establish bylaws,
  make financial reports, provide union members
  with a bill of rights.

6
Unionization Process

• Union targeting a industry or company
• Corporate campaigns
• Salting
• Card-check (Canadian Model)
• Employees requesting union representation
• Requires a 30 showing of interests
  (authorization card signatures)

7
Unionization Process Cont.

• Bargaining Unit Determination
• Campaign process
• Election process
• Certification
• Collective Bargaining (Contract Negotiation)
• Collective arguing
• Bargaining in good faith (required of both
  parties)
• Mandatory subjects, permissive subjects,
  illegal subjects.
• Union security agreements closed shop union
  shop agency shop
• Impasse
• Conciliation mediation
• Arbitration
• Strikes lockouts
• Decertification
• Process of removing the union as the employees
  representative. Must be initiated by employees
  employers are prohibited from supporting
  employees in any manner.

8
Grievance Management

• Collective bargaining during the life of the
  agreement.
• Grievance Procedures formal channels of
  communication designed to settle grievances as
  soon as possible after problems arise.
• Steps
• Employee discusses grievance with union steward
  the supervisor.
• Steward discusses grievance with the supervisors
  manager /or HR manager.
• Union committee with appropriate company
  managers.
• National union representatives discuss with
  corporate level managers.
• Final step Arbitration a quasi judicial
  process 3rd party neutral settles disputes
  arising from different interpretations of a labor
  contract.