Human Resource Management TENTH EDITON © 2003 Southwestern College Publishing. All rights reserved....

Human ResourceHuman ResourceManagementManagement

TENTH EDITONTENTH EDITON

© 2003 Southwestern College Publishing. All rights reserved. PowerPoint Presentation

by Charlie Cook

PowerPoint Presentation

by Charlie Cook

Union-Management RelationsUnion-Management RelationsUnion-Management RelationsUnion-Management Relations

Chapter 17Chapter 17

SECTION 5EmployeeRelations

andGlobal HR

SECTION 5EmployeeRelations

andGlobal HR

Robert L. Mathis Robert L. Mathis John H. Jackson John H. Jackson

© 2002 Southwestern College Publishing. All rights reserved. 17–2

Learning ObjectivesLearning ObjectivesLearning ObjectivesLearning Objectives

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

– Describe what a union is and explain why employees join unions.

– Identify several reasons for the decline in union membership.

– Explain the acts that compose the “National Labor Code.”

– Identify and discuss the stages of the unionization process.

– Describe the typical collective bargaining process.

– Describe grievance and explain why a grievance procedure is important for employers.


Nature of UnionsNature of UnionsNature of UnionsNature of Unions

Union– A formal association of workers that

promotes the interests of its members through collective action.

State of U.S. Unions– Focused on economic issues—wages,

benefits, job security, and working conditions.– Organized by kind of job and employer.– Seek multi-year collective agreements on

economic issues as “contracts.”– Maintain competitive relations with

management.


Factors Leading to Employee UnionizationFactors Leading to Employee UnionizationFactors Leading to Employee UnionizationFactors Leading to Employee Unionization

Figure 17–1


Typical Division of HR Responsibilities:Typical Division of HR Responsibilities:Labor RelationsLabor Relations

Typical Division of HR Responsibilities:Typical Division of HR Responsibilities:Labor RelationsLabor Relations

Figure 17–2


Union StructureUnion StructureUnion StructureUnion Structure

Key Terms

Craft Union A union whose members do one type of work, often using specialized skills and training.

Industrial Union 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.

Local Union A union centered around either a particular employer or a particular geographic location.

Business Agent A full-time union official who operates the union office and assists union members.

Union Stewart An employee elected to serve as the first-line representative of unionized employees.


Union Membership as PercentageUnion Membership as Percentageof the U.S. Workforceof the U.S. Workforce

Union Membership as PercentageUnion Membership as Percentageof the U.S. Workforceof the U.S. Workforce

Figure 17–3Source: Bureau of Labor Statistics, U.S. Department of Labor.


Reasons for Union Decline in the U.S.Reasons for Union Decline in the U.S.Reasons for Union Decline in the U.S.Reasons for Union Decline in the U.S.

GeographicGeographicChangesChanges

DeregulationDeregulation ForeignForeignCompetitionCompetition

More AvailableMore AvailableLaborLabor

UnionUnionDeclineDecline

IndustrialIndustrialChangesChanges

WorkforceWorkforceChangesChanges


Union Membership by IndustryUnion Membership by IndustryUnion Membership by IndustryUnion Membership by Industry

Figure 17–4Source: U.S. Department of Labor, Bureau of Labor Statistics.


Union Targets for Membership GrowthUnion Targets for Membership GrowthUnion Targets for Membership GrowthUnion Targets for Membership Growth

ProfessionalProfessionalUnionsUnions

ProfessionalProfessionalUnionsUnions

Contingent andContingent andPart-time WorkersPart-time Workers

Contingent andContingent andPart-time WorkersPart-time Workers

Low-SkilledLow-SkilledWorkersWorkers

Low-SkilledLow-SkilledWorkersWorkers

Union Union OrganizingOrganizing

Union Union OrganizingOrganizing


The History of American UnionsThe History of American UnionsThe History of American UnionsThe History of American Unions

1794 Shoemakers’ strike 1806 Shoemakers’ strike (“criminal conspiracy”) 1886 American Federation of Labor (AFL) 1938 Congress of Industrial Organizations CIO 1926 Railway Labor Act 1935 National Labor Relations Act (Wagner Act) 1932 Norris-LaGuardia Act 1947 Taft-Hartley Act 1957 AFL-CIO merger 1959 Landrum-Griffin Act 1978 Civil Service Reform Act


The National Labor CodeThe National Labor CodeThe National Labor CodeThe National Labor Code

Figure 17–5


Unfair Labor Practices: EmployerUnfair Labor Practices: EmployerUnfair Labor Practices: EmployerUnfair Labor Practices: Employer

Interfering with the organizing and collective bargaining rights of employees.

Dominating or interfering with any labor organization.

Encouraging or discouraging membership in a particular union.

Discharging persons for organizing activities or union membership.

Refusing to bargain collectively.


Labor Relations: Key TermsLabor Relations: Key TermsLabor Relations: Key TermsLabor Relations: Key Terms

Key Terms

Right-to-Work Laws

State laws that prohibit contracts requiring employees to join unions as a condition of obtaining or continuing employment.

Closed Shop (outlawed)

A firm that requires individuals to join a union before they can be hired.

Union Shop A clause in a collective bargaining agreement that requires new employees to join the union, usually 30 to 60 days after being hired, or be fired.

Agency Shop Requires employees who do not join the union to pay fees for the union’s representation services.

Maintenance-of-membership

Require workers to remain members of the union for the period of the labor contract.


Right-to-Work StatesRight-to-Work StatesRight-to-Work StatesRight-to-Work States

Figure 17–6


Typical Typical Unionization Unionization

ProcessProcess

Typical Typical Unionization Unionization

ProcessProcess

Figure 17–7


Unionization: Key TermsUnionization: Key TermsUnionization: Key TermsUnionization: Key Terms

Key Terms

Salting The practice in which unions hire and pay people to apply for jobs at certain companies.

Union Authorization Card

A card signed by an employee to designate a union as his or her collective bargaining agent.

Bargaining Unit Employees eligible to select a single union to represent and bargain collectively for them.

Certification The NLRB’s grant of the union’s legal status as the employees’ representative.

Decertification The process whereby a union is removed as the representative of a group of employees.


Bargaining UnitsBargaining UnitsBargaining UnitsBargaining Units

“Community of Interest”– 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 Bargaining Units– Supervisors are excluded from bargaining units.

• Any individual with the authority to hire, transfer, discharge, discipline, and who uses independent judgment with employees.


Legal Do’s and Don’ts for Managers During the Unionization ProcessLegal Do’s and Don’ts for Managers During the Unionization ProcessLegal Do’s and Don’ts for Managers During the Unionization ProcessLegal Do’s and Don’ts for Managers During the Unionization Process

Figure 17–8


Collective Bargaining Relationship ContinuumCollective Bargaining Relationship ContinuumCollective Bargaining Relationship ContinuumCollective Bargaining Relationship Continuum

Figure 17–9


Collective Bargaining: Key TermsCollective Bargaining: Key TermsCollective Bargaining: Key TermsCollective Bargaining: Key Terms

Key Terms

Collective Bargaining

The process whereby representatives of management and workers negotiate a labor agreement covering wages, hours, and other terms and conditions of employment.

Management Rights

Those rights reserved to the employer to manage, direct, and control the workplace.

Union Security Provisions

Contract provisions that aid the union in obtaining and retaining members.

Dues Checkoff A contract provision for the automatic deduction of union dues from the paychecks of union members.


Mandatory Bargaining IssuesMandatory Bargaining IssuesMandatory Bargaining IssuesMandatory Bargaining Issues

Issues identified specifically by labor laws or court decisions as subject to bargaining.

Discharge of employees Grievances Work schedules Union security and dues

checkoff Retirement and pension

coverage Vacations Christmas bonuses Rest- and lunch-break rules Safety Rules Profit-sharing plans Required physical exam


Classification of Bargaining IssuesClassification of Bargaining IssuesClassification of Bargaining IssuesClassification of Bargaining Issues

Permissive Issues– Collective bargaining issues that are not

mandatory but relate to certain jobs.• Benefits for retired employees• Product prices (e.g., employee discounts) for

employees• Performance bonds

Illegal Issues– Collective bargaining issues that would

require either party to take an illegal action (e.g., discriminate in hiring).


The Bargaining ProcessThe Bargaining ProcessThe Bargaining ProcessThe Bargaining Process

Preparation and Initial Preparation and Initial DemandsDemands

Preparation and Initial Preparation and Initial DemandsDemands

Continuing Continuing NegotiationsNegotiationsContinuing Continuing

NegotiationsNegotiations

Settlement and Settlement and Contract AgreementContract Agreement

Settlement and Settlement and Contract AgreementContract Agreement

Strikes and Strikes and LockoutsLockouts

Strikes and Strikes and LockoutsLockouts

Bargaining Bargaining ImpasseImpasse

ConciliationConciliationMediationMediationArbitrationArbitration

Bargaining Bargaining ImpasseImpasse

ConciliationConciliationMediationMediationArbitrationArbitration


Typical Items in a Labor AgreementTypical Items in a Labor AgreementTypical Items in a Labor AgreementTypical Items in a Labor Agreement

Figure 17–10


Types of StrikesTypes of StrikesTypes of StrikesTypes of Strikes

Economic Strikes– Strikes over economic issues (e.g., wages)

Unfair labor practice strikes– Strikes over illegal employer actions (e.g.,

refusal to bargain) Wildcat strikes

– Strikes not approved by the union Jurisdictional strikes

– Strikes in dispute over the ownership of work Sympathy strikes

– Expressions of support for other unions


Union-Management Cooperation IssuesUnion-Management Cooperation IssuesUnion-Management Cooperation IssuesUnion-Management Cooperation Issues

Employee OwnershipEmployee Ownership(ESOPs)(ESOPs)

Employee OwnershipEmployee Ownership(ESOPs)(ESOPs)

Cooperation andCooperation andJoint EffortsJoint Efforts

Cooperation andCooperation andJoint EffortsJoint Efforts

Employee Employee Involvement (Teams)Involvement (Teams)

Employee Employee Involvement (Teams)Involvement (Teams)

Union-Union-Management Management CooperationCooperation

Union-Union-Management Management CooperationCooperation


Grievance ManagementGrievance ManagementGrievance ManagementGrievance Management

Complaint– Indication of employee dissatisfaction

Grievance– A complaint formally stated in writing

Grievance Procedures– Formal channels of communications used to

resolve grievances.– Union representation (Weingarten) rights


Typical HR Responsibilities: Grievance ManagementTypical HR Responsibilities: Grievance ManagementTypical HR Responsibilities: Grievance ManagementTypical HR Responsibilities: Grievance Management

Figure 17–11


Steps in a Grievance ProcedureSteps in a Grievance ProcedureSteps in a Grievance ProcedureSteps in a Grievance Procedure

Figure 17–12

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