May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.16–3 Nature of Unions interests of its members through collective action... May
Trang 1PowerPoint Presentation by Charlie Cook
The University of West Alabama
SECTION 5 Employee Relations
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accessible Web site, in whole or in part.
Union/Management Relations
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16–2
Chapter Objectives
join and employers resist unions.
membership.
procedure.
After you have read this chapter, you should be able to:
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16–3
Nature of Unions
interests of its members through collective action.
their employers.
situations.
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16–4
FIGURE 16–1 Factors Leading to Employee Unionization
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16–5
Nature of Unions (cont’d)
cannot do in a number of areas.
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16–6
FIGURE 16–2 Union Membership as a Percentage
of the U.S Civilian Workforce
Source: U.S Department of Labor, Bureau of Labor Statistics, 2010.
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16–7
Unions Globally
countries.
political parties.
are given positions on a firm’s board of directors.
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16–8
U.S and Global Differences in Union-Management Relations
Key Differences
Focus on Economic Issues
Organization
by Job and Employer
Collective Agreements as
“Contracts”
Competitive Relations
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16–9
Reasons for U.S Union Membership Decline
Causes of Membership Decline
Geographic Changes
Industrial Changes
Workforce Changes
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16–10
FIGURE 16–3 Union Membership by Industry
Source: U.S Department of Labor, Bureau of Labor Statistics, 2010.
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16–11
Union Targets for Membership Growth
Focus of Union Organizing
Health Care Professionals
Low-Skill Workers and Immigrants
Contingent and Part-Time Workers
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16–12
Historical Evolution of U.S Unions
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16–13
Union Structure
• Craft Union
using specialized skills and training.
• Industrial Union
same industry or company regardless of jobs held.
unions.
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16–14
Union Structure (cont’d)
or a particular geographic location.
and assists union members.
the first-line representative of unionized employees.
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16–15
U.S Labor Laws
Employee rights to organize
Employer unfair labor practices
National Labor Relations Board
Union democracy restored
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16–16
FIGURE 16–4 Major National Labor Laws
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16–17
Employer Unfair Labor Practices
• Interfering with the organizing and collective bargaining rights of employees.
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Closed Shop Union Shop Agency Shop
of-Membership
Maintenance-Shop
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16–19
FIGURE 16–5 Right-to-Work States
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16–20
FIGURE 16–6
Typical Unionization Process
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16–21
Organizing Campaign
Holding mandatory employee meetings.
Distributing anti-union leaflets and letters
Anti-union videos, e-mails, and other electronic means Employers’ Union
Prevention Efforts
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Contract Negotiation
Certification and Decertification
Unionization Efforts
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16–23
Bargaining Unit Composition
working relationships among employee groups
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16–24
FIGURE 16–7 Continuum of Collective Bargaining Relations
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16–25
Collective Bargaining Issues
Management Rights
Union Security (dues checkoff)
Classification of Bargaining Issues Bargaining
Issues
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16–27
Collective Bargaining Process
Conciliation Mediation Arbitration
Strikes and Lockouts
Settlement and Contract Agreement
Continuing Negotiations
in Good Faith
Preparation and Initial Demands
Bargaining Impasse
Ratification
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16–28
FIGURE 16–8
Weekly Earnings of Union and Nonunion Workers
Source: Bureau of Labor Statistics, “Union Members Summary,”
January 22, 2010.
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16–30
Strikes and Lockouts
• Strike
work in order to put pressure on an employer.
management to prevent union members from working.
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16–31
Strikes
Economic Strikes
Unfair Labor Practice Strikes
Wildcat Strikes
Sympathy Strikes
Jurisdictional Strikes
Types of Strikes
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16–32
Union-Management Cooperation Issues
Cooperation and Joint Efforts
Employee Involvement Programs (Teams)
Unions and Employee
Ownership
Union—
Management Cooperation
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Union representation (Weingarten) rights
from different interpretations of a labor contract.
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16–34
FIGURE 16–10 Typical Division of HR Responsibilities:
Grievance Management
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16–35
FIGURE 16–11 Steps in a Typical Grievance Procedure