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and
Collective Bargaining
The Labor Union Movement
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The Labor Union Movement
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The Labor Union Movement
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The Labor Union Movement
Conspiracy:
The combination of two or more persons
who band together to prejudice the rights
of others of society (such as by refusing
to work or demanding higher wages)
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The Labor Union Movement
Injunction:
A prohibiting legal procedure used by
employers to prevent certain union
activities, such as strikes and unionization
attempts
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The Labor Union Movement
Yellow-dog contract:
A written agreement between an
employee and a company made at the
time of employment, prohibiting a worker
from joining a union or engaging in union
activities
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The Labor Union Movement
Samuel Gompers-
First president (AFL)-
Principle-pure and simple unionism,
business unionism
Served for 38 years till his death
(except for 1894-95 when he opposed
strike for one company union)
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The Labor Union Movement
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The Labor Union Movement
After 1930:
1932- Anti-Injunction Act (Norris
Laguardia Act)-
•Endorsed collective bargaining,
•Approved formation and effective
operation of labor union
•Made injunctions and yellow dog
contracts unenforceable in the federal
courts
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The Labor Union Movement
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The Labor Union Movement
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The union drive and election
Step 3: Hearing
Step 4: Campaign
Step 5: The election
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The collective bargaining process
Collective bargaining:
Representatives of management and
the union meet to negotiate a labor
contract that contains agreements on
specific provisions covering wages,
hours, and working conditions
(negotiation in good faith).
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The collective bargaining process
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The collective bargaining process
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The collective bargaining process
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The negotiating team
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Bargaining items
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Bargaining stages
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Impasse
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Mediation/ arbitration
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Strikes
Withdrawal of labor
Types:
•Economic strike- results from a failure to
agree on the terms of a contract- from an
impasse
•Unfair labor practice strikes- protest illegal
conduct by the employer
•Wildcat strike- unauthorized strike occurring
during the term of a contract
•Sympathy strike- supporting another union
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Strikes
Dealing with a strike:
•Shut down the affected area and thus halt their
operations until the strike is over
•Contract out workers during the duration of the strike
in order to blunt the effects of the strike on the
employer
•Continue operations, perhaps using supervisors and
other non-striking workers
•Hire replacements for the strikers
•Corporate campaign by unions
•Lockout
•Injunctive relief- court order compelling a party or
parties either to resume or to desist from a certain
action
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The contract agreement
•Management rights
•Union security and automatic payroll dues deduction
•Grievance procedures
•Arbitration of grievances
•Disciplinary procedures
•Compensation rates
•Hours of work and overtime
•Benefits
•Health and safety provisions
•Employee security
•Contract expiration date
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Handling grievances:
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Guidelines for handling grievances:
Do Don’t
Investigate and handle every case as Discuss the case with the union steward
though it may eventually result in an alone- the grievant should be there
arbitration hearing
Talk with the employee about his or her Make arrangements with individual
grievance employees that are inconsistent with the
labor agreement
Require the union to identify the specific Admit to the binding effect of a past
contractual provisions allegedly violated practice
Comply with the contractual time limits Relinquish to the union your rights as a
for handling the grievance manager
Visit the work area of the grievance Settle grievances based on what is ‘fair’,
instead, stick to the labor agreement
Determine there were any witnesses Bargain over items not covered by the
contract
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Guidelines for handling grievances:
Do Don’t
Treat the union representative as your Give long written grievance answers
equal
Fully inform your own supervisor of Deny grievances on the premise that
grievance matters ‘your hands have been tied by
management’
Agree to informal amendments in the
contract
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Why the union decline?
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How unions are changing?
Positive characteristics:
•Competitive pay and strong benefits
•Team environment
•Open communication
•Pleasant work environment
•Avoidance of lay offs
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Union free strategies and tactics
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Union free strategies and tactics
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Union free strategies and tactics
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Union free strategies and tactics
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Union free strategies and tactics
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Union free strategies and tactics
Union free
policy
Effective
first line Effective
supervisor communication
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Origin of trade unions in Nepal
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Major trade union federations:
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Review of applicants
Very important as it gives background for further
investigation as well as set basis for interview
Paper or electronic
One form or combination of various forms
Review of applicants