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Human Resources
Final Exam - Chapter 14
| Question | Answer |
|---|---|
| Unfair Labor Practices (ULPs) | Specific employer and union illegal practices that deny employees their rights and benefits under federal labor law. |
| Labor Relations Process | A logical sequence of five events: (1) workers desire collective representation, (2) the union begins its organizing campaign, (3) the NLRB representation process begins, (4) collective negotiations lead to a contract, (5) the contract is administered. |
| Union Shop | A provision of the labor agreement that requires employees to join the union as a requirement for their employment. |
| Authorization Card | A statement signed by an employee authorizing a union to act as a representation of the employee for the purposes of collective bargaining. |
| Bargaining Unit | A group of two or more employees who share common employment interest and conditions and may reasonably be grouped together for purposes of collective bargaining. |
| Exclusive Represntation | The legal right and responsibility of the union to represent all bargaining unit members equally, regardless of whether employees join the union or not. |
| Craft Unions | Unions that represent skilled craft workers. |
| Industrial Unions | Unions that represent all workers-skilled, semi-skilled, unskilled-employed along industry lines. |
| Employee Associations | Labor organizations that represent various groups of professional and white collar employees in labor-management relations. |
| Union Steward | An employee who as non-paid union official represents the interests of members in their relations with management. |
| Business Unionism | A term applied to the goals of U.S. labor organizations, which collectively bargain for improvements in wages, hours, job security,and working conditions. |
| Collective Bargaining Process | The process of negotiating a labor agreement, including the use of economic pressures by both parties. |
| Bargaining Zone | An area in which the union and the employer are willing to concede when bargaining. |
| Interest-Based Bargaining | Problem-solving bargaining based on a win-win philosophy and the development of a positive long-term relationship. |
| Bargaining Power | The power of labor and management to achieve their goals through economic, social, or political influence. |
| Arbitrator | A third-party neutral who resolves a labor dispute by issuing a final decision in the disagreement. |
| Union Security Agreement | Where an employer and the union agree on the extent to which the union may compel employees to join the union and how the dues will be collected. |
| Grievance Procedure | A formal procedure that provides for the union to represent members and nonmembers in processing a grievance. |
| Rights Arbitrations | Arbitration over interpretation of the meaning of contract terms or employee work greviances |
| Fair Representation Doctrine | A doctrine under which unions have a legal obligation to assist both members and nonmembers in labor relations matters. |
| Offshoring | Work that was previously carried out in one country is moved to another country. |
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