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Bus 384: Chapter 15

unfair labor practices (management) 1 interfering EE from forming unions 2 interfering with the admin of unions 3 discriminating against an EE to discourage union membership 4 discriminating against EE who has filed charges under Wagner act 5 resuing to bargain collectively with union
unfair labor practices (unions) 1 coercing EE choice of union or not 2 discriminate against non-union member 3 refuse bargain in good faith 4 2ndary boycott/primary boycott 5 charge excessive union dues 6 featherbedding
good-faith bargaining treating the other party reasonably even when disagreements arise (develop different proposals, flexibility)
union acceptance a labor relations strategy in which management chooses to view the union as its EE legitimate representative and accepts collective bargaining as an appropriate mechanism for establishing workplace rules
union avoidance a labor relations strategy in which management tries to prevent its EE from joining a union either by removing the incentive, or by using hardball techniques
suppression union avoidance strategy in which management uses hardball tactics to prevent a union from organizing its workers or to get rid of the union
substitution union avoidance strategy in which management becomes so responsive to EE needs that it removes the incentive for unionization
distributive bargaining bargaining that focuses on convincing the other party that the cost of disagreeing with the proposed terms would be very high
integrative bargaining bargaining that focuses on convincing the other arty that benefits of agreeing with the proposed terms would be very high
impasse if the parties can no agree on one or more mandatory issues
what types of grievances might a union file? *contract interpretation grievance: if contract language is ambiguous this type of grievance may go to arbitration *EE discipline: whether the EE in question was disciplined for just cause, and management has burden of proof *Unfair labor practices
Created by: mbarnum3
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