Labor Relations - Educational Program Development
- 2. • Labor Relations The relationship between an employer and unionized employees. Also referred to as union–management relations or industrial relations Refers to the system in which employers, workers and their representatives and, directly or indirectly, the government interact to set the ground rules for the governance of work relationships.
- 3. Labor Union An organization of workers banded together to achieve economic goals.
- 4. Types of Unions • Craft Unions Workers in a specific skill, craft, or trade. • Industrial Unions Unions composed of all the workers in an industry. • Employee Associations Organizations that function as labor unions.
- 5. Unions and Right-to-Work • Closed Shop All prospective employees must be members of the recognized union before they can be employed. • Union Shop All employees must join the union within a specified period or be fired. • Agency Shop All employees must pay union dues even if they choose not to join the union. • Maintenance-of-Membership Clause An employee who has joined the union must maintain that membership as a condition of employment.
- 6. Administration of Labor Laws • National Labor Relation Board (NLRB) The five-person NLRB has the power to enforce the basic labor laws. Basic functions are: To hold an election to establish the bargaining agent for employees of a given firm. To certify unions as the exclusive bargaining agent for employees. To investigate charges of unfair labor practices against the employer or the union. To see that unfair labor practices either are not committed or are punished.
- 7. Rights of Employees • To organize. • To bargain collectively. • To expect no discrimination against them by management because they are union members. • To expect no discrimination against them by management if they bring charges of unfair labor practices against the employer. • To get a job without first being a member of a union. • Not to have to join a union unless the union and the employer have signed a valid union-shop agreement in one of the states that do not have right-to-work laws. • Not to be charged exorbitant initiation fees and dues by a union with a valid union-shop agreement. • To receive financial reports from the union.
- 8. Unfair Labor Practices of Unions • To coerce employees into or restrain them from engaging in union activities. • To force management to discriminate against employees in violation of the law. • To refuse to bargain in good faith. • To require managers to pay money for work not done. • To engage in a strike or boycott to force management to commit illegal acts. • To charge excessive initiation fees and dues where there is a union shop.
- 9. Unfair Labor Practices of Employers • To interfere with, restrain, or coerce employees who are exercising their rights under the law. • To dominate or interfere with the forming or administering of unions, or to contribute support to them. • To discriminate in hiring or in any other terms of employment in such a way as to encourage or discourage membership in a union. • To discharge or otherwise discriminate against employees for filing charges against the employer or testifying under the law. • To refuse to bargain with the union representative.
- 10. Union Principles and Objectives • Union Principles Strength through unity (solidarity) Equal pay for the same job Employment practices based on seniority • Union Objectives Higher pay Shorter working hours (daily, weekly, or annual basis) Improved working conditions, both physical and psychological Improved security for both the person and the job
- 11. Union Methods to Achieve Union Objectives • To organize a firm’s employees. • To become recognized as the employees’ exclusive bargaining agent. • To engage in collective bargaining. • To go on strike or threaten to strike. • To process grievances.
- 12. Union Appeals to Employees’ Desires • Union organizers appeal to five main desires of employees: Job protection Interference running Participation in management Economic gains Recognition and participation
- 13. Conducting a Strike or Lockout • Strike When employees withhold their services from an employer. • Picketing Striking employees walking back and forth outside the place of employment, usually carrying a sign. • Lockout A closing of a company’s premises to the employees and refusing to let them work.
- 14. Reaching an Agreement • Agreement or Contract A document prepared when an accord has been reached to bind the company, union, and workers to specific clauses in it. Typical Agreement Clauses 1. Union recognition 2. Wages 3. Vacation and holidays 4. Working conditions 5. Layoffs and rehiring 6. Management prerogatives 7. Hours of work 8. Seniority 9. Arbitration 10. Renewal clause
- 15. Living with the Agreement • Supervisors’ Rights under the Agreement 1. To decide what work is to be done. 2. To decide how, when, and where it will be done. 3. To determine how many workers are needed to do the work safely. 4. To decide who will do each job, as long as the skill classifications and seniority provisions are observed. 5. To instruct, supervise, correct, and commend employees in the performance of their work. 6. To require that work performance and on-the-job personal behavior meet minimum standards. 7. To recommend promotions and pay increases, as long as they do not violate the union agreement. 8. To administer discipline according to the agreed-upon procedure.
- 16. Types of Legally Required Benefits • Social Security and Medicare Retirement benefits Disability and survivors • Workers’ Compensation On-the-job injury insurance • Unemployment Insurance Benefits and compensation • Family and Medical Leave Up to 12 weeks unpaid leave Continued health care benefits and return to work
- 17. Thank you