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Steward's Glossary Steward's Glossary Agency Shop Boycott A provision in a collective bargaining agreement A concerted refusal to work for, purchase from, which requires that all employees in the bargaining or handle the products of an employer. Where the unit who do not join the union pay a fixed amount action is directed against the employer directly in- monthly, usually the equivalent of union dues, as a volved in the labor dispute, it is termed a primary condition of employment. boycott. In a secondary boycott, the action is directed against a neutral employer in an attempt to get that AFL-CIO employer to stop doing business with the company The American Federation of Labor and Congress of with which the union is having a dispute. Secondary Industrial Organizations (AFL-CIO) is a democratic, boycotts are illegal under the Taft Hartley Act. voluntary federation of 55 national and internation- al labor unions that represent 12.5 million working Card Check men and women. They bring unions together to Procedure whereby signed authorization cards are fight and ensure all working people are treated checked against a list of employees in a prospec- fairly, with decent paychecks and benefits, safe tive bargaining unit to determine if the union has jobs, dignity, and equal opportunities. majority status. The employer may recognize the Union on the basis of the card check without the Arbitration necessity of a formal election. Often conducted by Where it is available, a maethod of settling a la- an outside party. bor-management despite by having an impartial third party hold a formal hearing, take testimony Certification and render a decision. Official recognition by a labor relations board that an employee organization is the exclusive repre- Authorization Card sentative for all the employees in an appropriate A form voluntarily signed by an employee where- bargaining unit for the purposes of collective bar- by the employee authorizes a labor organization gaining. (Union) to represent the employee for the purpose of collective bargaining. Some cards will also state Charge that the employee desires an election to be held A written statement of alleged unfair practices. to determine whether or not the Union has the full Filing a charge with the NLRB is the first step in support of the majority of the employees in the an unfair labor practice proceeding. If the NLRB or bargaining unit. relevant labor board decides to take up the charge, it will issue a formal complaint to start a unfair labor Bargaining Unit practice hearing. Group of employees recognized by the employer or group of employers, or designated by an autho- Check-Off (Payroll Deduction of Dues) rized agency as appropriate for representation by An arrangement under which an employer deducts the union for purposes of collective negotiations. A from the pay of employees the amount of union bargaining unit is usually defined by the National dues they owe and turns over the proceeds directly Labor Relations Board, or similar federal, state or to the union. local agency. Closed Shop Family Medical Leave Act An agreement between an employer and a union Federal law establishing a basic floor of 12 weeks that, as a condition of employment, all employees of unpaid family and medical leave in any 12-month must belong to the Union before being hired. The period for the birth or adoption of a child, to care employer agrees to retain only those employees for an immediate family member with a "serious who belong to a union. Closed shop agreements health condition", or to receive care when the em- were declared illegal by the Taft-Hartley Act. ployee is unable to work because of his or her own "serious health condition." Collective Bargaining Negotiations between an Employer and Union, rep- Grandfather Clause resenting a group of employees, that determines A contract provision specifying that employees the conditions of employment. The result of Collec- placed on the payroll before a specified time will tive Bargaining is a contract. Collective Bargaining retain certain rights and benefits even though is governed by Federal and State Statutory Laws, newer employees are not entitled to these rights. Administration Agency Regulations, and Judicial decisions. Grievance Any type of worker dissatisfaction including vi- Concerted Activity olations of the collective bargaining agreement, Actions taken by an employee or employees (gener- violations of law, violations of employer policies, ally on behalf of fellow-workers) in order to improve violations of fair treatment, and violations of past their working conditions or benefits. Bargaining law practices. The definition of a grievance is usually considers this type of activity protected from retal- part of the contract, and therefore may vary from iation. one contract to another. Decertification Grievance Procedure Removal by the National Labor Relations Board or A procedure usually established by a collective relevant labor agency of a union’s certification as bargaining agreement to resolve disputes, problems the exclusive bargaining representative. or misunderstandings associated with the inter- pretation or application of the collective bargaining Duty of Fair Representation agreement. It consists of several steps with the last A union's obligation to represent all people in the step of the procedure, usually being arbitration. bargaining unit as fairly and equally as possible. This requirement applies both in the creation and Group Grievance interpretation of collective bargaining agreements. A grievance signed by many people in a workplace A Union Steward, for example, may not ignore a in order to show management that members are grievance which has merit, nor can that grievance united in their opposition to a management's action. be processed in a perfunctory manner. It should be noted, however, that the employee in the bargaining Informational Picketing unit has no absolute right to have a grievance tak- A type of picketing done with the express intent not en to arbitration. The union is obligated to give fair to cause a work stoppage, but to publicize either representative to all union members, and also to the existence of a labor dispute or information con- collective bargaining unit members who have not cerning the dispute. joined the union in “right-to-work” states or in public service units. Just Cause A reason an employer must give for any disci- plinary action it takes against an employee. An employer must show just cause only if a contract requires it. Most contracts have just cause require- National Mediation Board (NMB) ments which place the burden of proof for just Established under the Railway Labor Act, the NMB cause on the employer. conducts representation elections, regulates ma- jor disputes, and appoints arbitrators and boards Lockout to decide minor disputes in the railway and airline Shutdown of worksite by the employer to discour- industry. age union membership or activity to force employ- ees to meet the demands or economic terms of the Occupational Safety and Health Act (OSHA) employer. The Law which authorizes the OSHA agency to set standards, obligates employers to provide a safe Made Whole workplace, and provides for enforcement of the A catchall phrase used in grievance or other legal standards. action where a remedy is sought from an employer. Often used in discharge and discipline cases where Past Practice the union seeks to have a worker, who had been A customary way of doing things not written into wrongly terminated or disciplined returned to work the collective bargaining agreement. Past prac- and reimbursed all wages, benefits, or other con- tices can sometimes be enforced through the ditions lost due to an employer’s unjustified action. grievance procedure if the practice has been long- standing, consistent, and accepted by the parties. Movement Building Working with other groups outside of CWA to build Phone Banking a multi-racial, multi-generational, working class The organized calling of large numbers of mem- base of people who can challenge corporate power bers to inform them of a union policy or action or to and fight for dignity, respect. gather information. This is often done by members volunteering who come into the union hall and call National Labor Relations Act of 1935 (NLRA) members to move them to action on an issue. The federal act, also known as the Wagner Act, guarantees private-sector employees three things: Picketing 1) the right to form a union and engage in collective The carrying of signs or the passing out of litera- action; 2) requires employers to negotiate with the ture protesting working conditions or actions taken union; and 3) requires employers to provide cer- by the employer. Picketing occurs during a strike, tain information. The Act also established the Na- or in the form of an informational picket. In this tional Labor Relations Board (NLRB) and defined tactic, designed to put pressure on the employer, unfair labor practices (ULP). It was amended by the union members inform the public and other work- Labor Management Relations Act of 1947 and the ers about the conditions they feel are unfair. Labor Management Reporting and Disclosure Act of 1959. Political Action Fund A non-partisan political action committee that fights National Labor Relations Board (NLRB) for workers’ political power. Members’ chance to Agency created by the National Labor Relations have a voice on the issues they care about at the Act (1935). The functions of the NLRB are to define local, state, and national levels of government. Vol- appropriate bargaining units, to hold elections to untary contributions to the fund go toward policies determine whether a majority of workers want to and candidates that champion workers’ rights. be represented by a specific union or no union, to certify unions to represent employees; to interpret Railway Labor Act of 1926 (RLA) and apply the Act’s provisions prohibiting certain This law regulates labor relations in the railway employer and union unfair labor practices; and and airlines industries, guaranteeing workers in otherwise administer the provisions of the Act.
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