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Quick Learning Guide Chapter 12 Business in Action, 5Th Edition Management-Workforce Relations

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Quick Learning Guide Chapter 12 Business in Action, 5Th Edition Management-Workforce Relations Quick Learning Guide Chapter 12 Business in Action, 5th Edition Management-Workforce Relations LEARNING OBJECTIVE 1: Explain the LEARNING OBJECTIVE 2: Identify the LEARNING OBJECTIVE 3: Explain how role of labor unions, and contrast three most important pieces of unions are structured, and describe the perspectives of employees and labor relations legislation in the the organizing process. employers on the issue of 20th century. unionization. Summary: Labor unions are Summary: Three major pieces of Summary: Unions can be structured at local, organizations that seek to protect legislation passed in the 20th century national, and international levels. A local employee interests by negotiating with still define many aspects of labor represents employees in a specific area or employers for better wages and benefits, relations and the management of labor facility. A union organizing drive starts when one or more employees contact a union and improved working conditions, and unions themselves. The National Labor express interest in joining or a union increased job security. The foundation of Relations Act of 1935, better known as organizer contacts employees and gets them unionization is strength in numbers, the Wagner Act, gives employees the to consider the benefits of joining. The giving workers the opportunity to right to unionize and bargain collectively organizer then asks employees to sign negotiate on a more equal footing with with employers and the right to strike, authorization cards to indicate their interest company management. From an picket, and boycott. The Labor‐ in having a union represent them. At that employee’s perspective, unions offer the Management Relations Act of 1947, point, the employer asks for a card check tangible benefits of greater better known as the Taft‐Hartley Act, count; if more than 50 percent of affected compensation and benefits and the affirms employees’ rights to not employees have signed, the employer must accept the union as a bargaining agent. If the intangible benefits of solidarity and participate in union activities other than employer doesn’t voluntarily accept the recognition. From an employer’s union shop provisions, identifies several union or agree to a card check, the union can perspective, unions can present a unfair labor practices, restricts unions’ petition the NLRB for a certification election if challenge in terms of costs and flexibility, strike options, prohibits strikes in the at least 30 percent of employees have signed. ultimately creating concerns about a public sector, and gives states the In rare cases, the NLRB can order the firm’s ability to compete against freedom to pass right‐to‐work laws. The employer to bargain with the union if the companies with lower costs and greater Labor‐Management Reporting Act of board believes a fair election is not possible. agility. 1959, better known as the Landrum‐ Critical thinking: (1) Why does the concept of Griffin Act, protects members’ rights Critical thinking: (1) Why is it so difficult an agency shop exist, since employees in such within the union and limits the potential facilities aren’t required to join the union? (2) to come up with a single conclusive for corruption by union officials. Why do union organizers usually gather answer about the effects of unionization authorization cards from well over 50 percent on business productivity? (2) How do Critical thinking: (1) Why are disputes of the employees in a bargaining unit before labor relations demonstrate the stresses between labor and management often petitioning the NLRB for a certification inherent in the stakeholder model? more complicated than just matters of election? money? (2) Would you agree that the It’s your business: (1) Union supporters It’s your business: (1) If you were an struggle between labor and often talk about the need for greater entrepreneur ready to start a new company, management has, to at least some democracy in the workplace. Explain why would state right‐to‐work laws affect your degree, been a matter of legislative you agree or disagree with this decision about choosing a location for your overcorrection? Why or why not? business? Why or why not? (2) Union sentiment. (2) Would you rather be supporters argue that all workers benefit promoted on the basis of seniority or of It’s your business: (1) Do you believe it is from the improvements in working conditions merit? Why? appropriate for unions to be involved in that unionization has helped bring about over political activities? Why or why not? (2) Key terms to know: labor relations, labor the years; do you agree that all workers are in Given the long and complex history of unions’ debt? Why or why not? unions, seniority, work rules unionization, many people now have an Key terms to know: union security, union emotional response to the word “union.” shop, right‐to‐work laws, locals, national Do you respond positively or negatively union, authorization cards, certification when you hear the word? Why? election, decertification Key terms to know: National Labor Relations Act, Labor‐Management Relations Act, Labor‐Management Reporting and Disclosure Act Click here to get the latest information on Chapter 12 topics at http://real-timeupdates.com Copyright 2011 Bovée and Thill LLC LEARNING OBJECTIVE 4: Describe LEARNING OBJECTIVE 5: Explain the LEARNING OBJECTIVE 6: List the the collective bargaining process. procedures for addressing employee major challenges facing unions grievances and arbitrating disputes. today, and explain the potential impact of the Employee Free Choice Act. Summary: In collective bargaining, union Summary: The Wagner Act and Summary: Unions currently face three and management teams negotiate the subsequent legislation identify a number key challenges. The first is conflict within human resources policies that will apply of unfair labor practices, and the NLRB the union movement, in terms of both to all employees covered by the can take action to remedy these disagreements over how to lead the contract, which is known as a collective whenever a union or an employer files a union movement forward and bargaining agreement (CBA). If the two complaint. In addition, collective competition between unions to organize sides cannot reach agreement, they can bargaining agreements typically include some of the same groups of employees. seek outside help through mediation or provisions for addressing employee Second, unions face the need to rebuild arbitration. grievances, for disciplining employees membership rolls; union participation who violate the terms of their has been generally on the decline since Critical thinking: (1) Given the history of employment contracts or other the 1950s. Third, unions have been union‐management relations, why do workplace rules, and for arbitrating lobbying vigorously for several years to you think mediation tends to be so disputes over the interpretation or secure passage of the Employee Free successful at resolving bargaining application of bargain agreements. Choice Act. This legislation would make it impasses? (2) Why would an employer Grievance procedures usually start on a easier for unions to organize employees resort to a lockout? small scale, involving the employee, the by limiting the options available to It’s your business: (1) Should U.S. shop steward, and the supervisor. If that employers and forcing the resolution of consumers be pressured to buy products group is unable to resolve the complaint, bargaining efforts through the use of made in the United States? Why or why the process escalates, involving higher mandatory arbitration. not? (2) Would you refuse to shop at a levels of authority in both the union and Critical thinking: (1) What evidence store that was being picketed by union the company. If the process is exhausted would you need to reach a solid members? Why or why not? without resolution, the grievance can be conclusion about why union membership submitted to arbitration, in which an Key terms to know: collective has declined in the private sector over impartial third party makes a decision in bargaining, collective bargaining the past 50 years? (2) Why do you the matter. agreements (CBAs), mediation, suppose different surveys generate such arbitration, strike, boycott, Critical thinking: (1) Is it in a union’s best wildly varying responses to questions strikebreakers, lockouts, injunction. interest for its members to comply with about whether nonunion employees all the terms of a collective bargaining would like to join a union? agreement? Why or why not?(2) What It’s your business: (1) With everything risks do unions and employers take in you’ve learned about labor relations so deciding to use arbitration? far, would you describe yourself as more It’s your business: (1) Have you ever pro‐union or more anti‐union? Why? witnessed theft or other serious (2) How would you respond to your violations by employees in a workplace? workplace becoming unionized through What disciplinary measures were taken? a card check, rather than a secret‐ballot (2) Do you believe that employees election? should be given multiple chances after Key terms to know: Employee Free committing minor offenses in the Choice Act (EFCA) workplace, as progressive discipline procedures allow? Why or why not? Key terms to know: unfair labor practices, grievance, progressive discipline .
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