ROSIDAH ERSA NANDA

DIVA AZALIA
KURNIAWATI AULIA
041724353056
041724353061 041724353064
•The Force of globalization and technology that began pounding labor’s
manufacturing stronghold in the 1970s.
•The 2011-2015 agreements between auto makers Ford, General Motors
and The United Auto Workers
•USW union sat down with Goodyear tire & rubber company to negotiate
new labor agreement.
The company lost $1 billion as the rivals selling cheap tires made in
low wage countries.
 Improve Greater voice
wages and in workplace
benefits decision
making
For employers

Protection
against Managing
arbitrary relationship
treatment& with employees
discharge and union in
ways that
promote
organizational
goals.
Figure 13-1
Global competition

Nonunion domestic competition

Deregulation

The growth of service industries

Corporate downsizing (depleted membership)

Willingness of firms to move operations overseas

 Adaptations necessary
Two key challenges
for firms to compete:
created by the
•Ability to shift
deregulation of product
rapidly
markets
•Cut costs
•Market entry is
•Innovate
easier
•Enter new
•Low operating
markets
costs translate into
•Devise a flexible
competitive
labor-force
advantages
strategy
1. Exclusive representation
2. Collective Agreements the embody a sharp
distinction between negotiation of and
interpretation of an agreement
3. Decentralized collective bargaining
4. Relatively high union dues and large union
staffs
5. Opposition by both large and small
employers to union organization
6. The role of government
 Emergence of
the American
Federation
Labor (AFL)

Breaking Away Emergence of

from the AFL- the Congress
CIO of Industrial
Organization
(CIO)

Merger of the
AFL-CIO
 The Wagner act, or National Labor Relation
Act, of 1935 affirmed the right of all
employees to engage in union activities, to
organize, and to bargain collective.
 National Labor Relations Board (NLRB) to
supervise representation elections and to
investigate charges of unfair labor practises
by management.
Table 13-1 UNFAIR LABOR PRACTICES FOR MANAGEMENT AND UNIONS
UNDER THE TAFT-HARTLEY ACT OF 1947
MANAGEMENT
1. Interference with, coercion of, or restraints of employees in their right to
organize.
2. Domination of, interference with, or illegal assistance of a labor organization.
3. Discrimination in employment because of union activities.
4. Discrimination because the employee has filled charges or given testimony
under the act.
5. Refusal to bargain in good faith.
6. “Hot Cargo” agreements refusals to handle another employer’s products
because of that employer’s relationship with the union.
UNION
1. Restraints or coercion the employees who do not want to participate in union
activities
2. Any attempt to influence an employer to discriminate againts an employee.
3. Refusal to bargain in good faith.
4. Excessive, discriminatory membership fees.
5. Make-work or featherbedding provisions in labor contracts that require
employers to pay for services that are not performed.
6. Use of pickets to force an organization to bargain with a union, when the
organization already has a lawfully recognized union.
7. “Hot Cargo” agreements that is, refusals to handle, use, sell, transport, or
otherwise deal in another employer’s products.
 It’s an amendment to the Taft-Hartley Act of
1947
 It added the secondary boycott as an unfair
labor practice:
◦ A union appeals to firms and other unions to stop
doing business with an employer who sells or
handles a struck product
1. The employers was hiring, or had concrete plans
to hire, at the time of the alleged unlawful
conduct.
2. The applicants had experience or training
relevant to the announced or generally known
requirements of the positons.
3. The employer did not adhere uniformly to such
requirements, or the requirements themselves
were a pretext for discrimination.
4. Antiunion bias contributed to the decision not to
hire the applicants.
 Employee organizers may solicit fellow employees to sign
authorization cards on company premises, but not during
working time

Outside organizers may not solicit on premises if a company

has an existing policy of prohibiting all forms of solicitation,
and if that policy has been enforced consistently

Management representatives may express their views about

unions through speeches to employees on company premises.
However, they are legally prohibited from interfering with an
employee’s freedom of choice concerning union membership
The Group of employees eligible to vote in
the representation election

The NLRB is guided its decision,

especially if there in no previous
history of bargaining between the
parties by concept it called
Community of Interest
Tactical Advantages:
•May use company time and premises to stress the
positive aspects of the current situation
•May emphasize the costs of unionization and the
loss of individual freedom that may result from
collective representation

TIPS – management may not

threaten, interrogate, promise, or
spy
Distributive
Bargaining

The Art of
Negotiation

Integrative
Bargaining
 Strikes
•Unfair Labor Practice
Interest Strikes

Arbitration •Economic Strikes

•Unprotected Strikes
•Sympathy Strikes
•Intermittent Strikes

When The
Fact-Finding
Strike is Over

Mediation Lockouts

Third-Party
Involvement
 Grievance
Union- Procedures
Resolving Grievances
Security in The
Grievances Arbitration
Clauses Unionized
Firm
UNION MEMBERSHIP IN COUNTRIES OTHER THAN THE UNITED
STATES

UNION WAGE PREMIUMS AND THE SPILLOVER EFFECT