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Human Resources

Final Exam - Chapter 14

QuestionAnswer
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.
Created by: mmb3118