Human resource management 8e by gomez mejia 2016 chapter 15

Describe labor relations and the legal environment 3.. Understand labor relations in the United States 4.. Become aware of labor relations in other countries Copyright © 2016 Pearson Edu

Chapter 15

Working with Organized Labor

Chapter Challenges

1. Understand why employees join unions

2. Describe labor relations and the legal environment

3. Understand labor relations in the United States

4. Become aware of labor relations in other countries

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Chapter Challenges

5. Gain familiarity with labor relations strategy

6. Learn practices for managing the labor relations process

7. Recognize the impact of unions on human resource management

The Managerial Perspective

In a unionized environment:

• Relationship between managers and employees changes

• Strikes and collective action are possible

• Increases the need for HR presence

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Why Do Employees Join Unions?

• When they are dissatisfied with certain aspects of their job

• When they feel that they lack influence with management to make the

needed changes

• When they believe that their pay and benefits are non-competitive

• When they see unionization as a solution to their problems

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• Unions defined

• The Origins of U.S Labor Unions

• The Role of the Manager in Labor Relations

• Labor Relations Specialist

Unions

The Legal Environment

Wagner Act, 1935

Taft-Hartley Act, 1947

Landrum-Griffin Act, 1959

The Wagner Act, 1935

• National Labor Relations Board (NLRB)

o To administer certification election

o To prevent and remedy unlawful acts

• Issues Cease and Desist Order

• Identified Five Illegal Practices

1. Interfering with, restraining, or coercing employees

2. Dominating or interfering with formation

3. Discriminating against an employee

4. Discharging an employee

5. Refusing to bargain collectively

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The Taft-Hartley Act, 1947

Remedies for six unfair union practices:

1. Restraining or coercing employees

2. Causing or attempting to cause an employer to discriminate

3. Refusing to bargain in good faith

4. Asking or requiring members to boycott products

5. Charging employees excessive union dues

6. Causing an employer to pay for services not performed

The Landrum-Griffin Act, 1959

Key provisions for unions:

1. Must have a bill of rights

2. Must adopt a constitution

3. Must report financial activities

4. Union elections are regulated by the government

5. Union leaders have a fiduciary responsibility

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Labor Relations in the

United States

Key Factors

1. Business Unionism

2. Unions Structured by Type of Job

3. Focus on Collective Bargaining

4. Labor Contracts

5. The Adversarial Nature

6. The Growth of Unions

Union Membership in the

United States

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Labor Relations in Other Countries

• France: more politically involved; less concerned with economic issues

• China: unions are low in both economic and political involvement

• Sweden: involves national wage setting

• Great Britain: involves union affiliation with the Labour Party

• Germany: involves union representation on the company’s board of

directors

• Japan: involves enterprise unions that cooperate with management

Labor Relations Strategy

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• Union Acceptance Strategy

• Union Avoidance Strategy

o Union Substitution

oUnion Suppression

Labor Relations Process

Union Organizing

• Union solicitation

• Pre-election conduct

• Certification election

Bargaining Etiquette

• Show courtesy to the other bargaining team

• Set the tone by being friendly to the other team

• Maintain team solidarity

• Establish ground rules

• Keep negative emotions under control

Guidelines for Integrative Bargaining

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Attempt to understand the needs and objectives

Create a free flow of information

Emphasize the commonalities

Search for solutions

Develop flexible responses

Mandatory Bargaining Topics

A Union Grievance Procedure

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The Impact of Unions on HR

StaffingEmployee Development

CompensationEmployee Relations

Summary and Conclusions

• Why Do Employee Join Unions?

• Labor Relations and the Legal Environment

• Labor Relations in the United States

• Labor Relations in Other Countries

• Labor Relations Strategy

• Managing the Labor Relations Process

• The Impact of Unions on Human Resource Management

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Pearson Education, Inc.