Human resrouce management 12th mathis jacson chapter 0017

■ Describe what a union is and explain why employees join and employers resist unions.. Nature of Unions• Union  A formal association of workers that promotes the interests of its membe

CHAPTER 17

Union/Management Relations

S E C T I O N 5 Managing Employee Relations

■ Describe what a union is and explain why employees

join and employers resist unions

■ Identify several reasons for the decline in union

membership

■ Explain the acts that compose the National Labor Code.

■ Discuss the stages of the unionization process.

■ Describe the typical collective bargaining process.

■ Define grievance and identify the stages in a grievance

procedure

After you have read this chapter, you should be able to:

Nature of Unions

• Union

 A formal association of workers that promotes the

interests of its members through collective action

• Why Employees Unionize

 They are dissatisfied with how they are treated by

their employers

 They believe that unions can improve their work

situations

Nature of Unions (cont’d)

• Why Employers Resist Unions

 Unionization constrains what managers can and

cannot do in a number of areas

 Unionization can result in higher wages and benefits

Union Membership Globally

• Union membership is falling in advanced

countries.

 High unemployment is creating pressure for change

• In some countries, unions are closely tied to

Economic

Issues

Organization by Job and Employer

Collective Agreements as

“Contracts”

Competitive Relations

FIGURE 17-3 Union Membership as a Percentage of the U.S Civilian Workforce

Workforce Changes

FIGURE 17-4 Union Membership by Industry

© 2008

Thomson/South-Western All rights reserved

17–12

Union Targets for Membership Growth

Focus of Union Organizing

Health Care

Professionals

Low-Skill Workers and Immigrants

Contingent and Part-Time Workers

Historical Evolution of U.S Unions

• 1794 Shoemakers’ strike

• 1806 Shoemakers’ strike (“criminal conspiracy”)

• 1886 American Federation of Labor (AFL)

• 1938 Congress of Industrial Organizations (CIO)

• 1957 AFL-CIO merger

• 2005 Change to Win Federation (CTWF)

 A union that includes many persons working in the

same industry or company regardless of jobs held

• Federation

 A group of autonomous national and international

unions

• National and International Unions

 Groups of local union units

Union Structure (cont’d)

• Local Union

 A union centered around either a particular employer

or a particular geographic location

© 2008

Thomson/South-Western All rights reserved

17–16

Union-Related Labor Laws

• 1926 Railway Labor Act (RLA)

• 1932 Norris-LaGuardia Act

• 1935 National Labor Relations Act (Wagner Act)

• 1978 Civil Service Reform Act

FIGURE 17-5 National Labor Code

© 2008

Thomson/South-Western All rights reserved

17–18

Employer Unfair Labor Practices

• Interfering with the organizing and collective

bargaining rights of employees.

• Dominating or interfering with any labor

Taft-Hartley (Labor-Management Relations) Act

• Right-to-Work Laws

unions to obtain or continuing employment.

Types of Shops

Closed Shop Union Shop Agency Shop

of-Membership Shop

FIGURE 17-7

Typical

Unionization

Process

Distributing anti-union leaflets and letters

Anti-union videos, e-mails, and other electronic means.

Employers’ Union

Prevention Efforts

Salting Authorization Cards

Bargaining Unit Composition

Contract Negotiation

Certification and Decertification

Unionization Efforts

 Wages, hours, and working conditions

 Traditional industry groupings for bargaining purposes

 Physical location and amount of interaction and

working relationships among employee groups

 Supervision by similar levels of management

• Supervisors and Union Ineligibility

 Supervisors are excluded from bargaining units

Collective Bargaining Issues

Management Rights

Union Security

Classification of Bargaining Issues Bargaining

Issues

Classification of Bargaining Issues

Mandatory Issues

Permissive Issues

Illegal Issues

Collective Bargaining Issues

Strikes and Lockouts

Settlement and Contract Agreement

Continuing Negotiations

in Good Faith

Preparation and Initial Demands

Bargaining

Impasse

Ratification

Strikes and Lockouts

• Strike

 A work stoppage in which union members refuse to work in order to put pressure on an employer

• Lockout

 Shutdown of company operations undertaken by

management to prevent union members from

working

• Striker Replacements

Unfair Labor Practice Strikes

Wildcat Strikes

Sympathy Strikes

Jurisdictional Strikes

Types of Strikes

Union-Management Cooperation Issues

Cooperation and Joint Efforts

Employee Involvement Programs (Teams)

Unions and Employee

Ownership

Management

Union-Cooperation

 Formal channels used to resolve grievances

Union representation (Weingarten) rights

• Grievance Arbitration

 Means by which a third party settles disputes arising from different interpretations of a labor contract

FIGURE 17-11 Typical Division of HR Responsibilities: Grievance Management