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In brief: This chapter gives a history of the labor movement, outlines the basics of labor law, and reviews the procedures of labor elections, collective bargaining, and contract administration. A look into the future of unionism is also attempted. interesting issues: Union membership has declined in the past few decades. However, unions are targeting professional and other jobs not traditionally unionized. tudents need to consider the implications of this shift as well as the dynamics driving it and the likelihood that it will succeed.
Lecture Outline
I. Introduction: The Labor Movement
A. A !rief History of the American Union "ovement #. (. -. 0. #$%& killed 'raftsmen into Trade Unions #)*% +nights of ,abor #))* amuel .ompers A/, #%-&1s a. b. c. !. '. 2oosevelt 3ew 4eal 3ational 5ndustrial 2ecovery Act
6hy 4o 6orkers 7rganize8 Table #0.# on page 9#) 6hat 4o Unions 6ant8 #. Union ecurity a. b. c. d. e. (. closed shop union shop agency shop open shop maintenance of membership arrangement
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II.
;eriod of "odified <ncouragement 'oupled with 2egulation= The Taft:Hartley Act >#%0$? #. (. -. 0. Unfair Union ,abor ;ractices 2ights of <mployees 2ights of <mployers 3ational <mergency trikes
4.
;eriod of 4etailed 2egulation of 5nternal Union Affairs= The ,andrum:.riffin Act >#%9%? #. (. !ill of 2ights for Union "embers 2ules for Union <lections
<. /. chapter.
,abor ,aw Today .lobal H2"= Unions .o .lobal ;age 9($ of the te@t= ee 4iscussion !o@es solutions at the end of this
III.
The
A.
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tep 0. The 'ampaign tep 9. The <lection How to ,oose an 3,2! <lection #. (. -. 0. 9. Asleep at the witch Appointing a 'ommittee 'oncentrating on "oney and !enefits 5ndustry and !lind pots 4elegating Too "uch to 4ivisions or !ranches
.. H. 5.
The upervisor1s 2ole 2ules 2egarding ,iterature and olicitation .uidelines for <mployers 6ishing to tay Union:/ree #. (. -. 0. 9. *. $. ). %. ;ractice ;reventive <mployee 2elations 2ecognize the 5mportance of ,ocation eek <arly 4etection 4o 3ot Aolunteer !eware of the Authorization 'ards ;resent Bour 'ase ;ostpone the <lection ;ick Bour Time 'arefully 'onsider Bour 7ptions
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The 3egotiating Team !argaining 5tems #. (. -. Aoluntary !argaining 5tems 5llegal !argaining 5tems "andatory !argaining 5tems
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5mpasses, "ediation, and trikes #. (. 5mpasse 4efined Third ;arty 5nvolvement a. b. c. -. trikes a. b. c. d. 0. 9. economic strike unfair labor practice strike wildcat strike sympathy strike mediation fact:finding arbitration
;reparing for the trike 7ther Alternatives a. b. c. corporate campaign boycott lockout
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The .rievance ;rocedure 4iversity 'ounts= .ender 4ifferences in 4isputes and 4ispute 2esolution ;ages 90*:90$ of te@t. ee 4iscussion !o@es solutions at end of this chapter. .uidelines for Handling .rievances #. (. 4eveloping the ;roper <nvironment ome .uidelines= 4o1s and 4on1ts
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The (uture o)
A. !.
nionism
Unions /all 7n Hard Times 6hat1s 3e@t for Unions8 /igure #0:% on page 90% shows the A/,:'57s strategy for gaining membership
Unions and <mployee ;articipation ;rograms The High:;erformance 7rganization= Union:"anagement 2elations ;age 99& of the te@t= ee 4iscussion !o@es solutions at the end of this Are <mployee ;articiaption ;rograms Unfair ,abor ;ractices8 #. Toward D afeE ;articipation ;rograms
"iscussion Bo*es
'lobal +RM:
>page 9($?
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The e@perience of the 4epartment of <nergy, 7ak 2idge 7perations is given as an e@ample of the impact of successful employee:participation:based labor:management relations. This organization has used their TF efforts as a means to bring labor and management together to work collaboratively.
/e, Terms
closed shop A form of union security in which the company can hire only union members. This was outlawed in #%0$ but still e@ists in some industries >such as printing?. >page 9(&? A form of union security in which the company can fire nonunion people, but they must join the union after a prescribed period of time and pay dues. >5f they do not, they can be fired.? >page 9(&? A form of union security in which employees who do not belong to the union must still pay union dues on the assumption that union efforts benefit all workers. >page 9(&? ;erhaps the least attractive type of union security from the union1s point of view, the workers decide whether or not to join the unionG and those who join must pay dues. >page 9(&?
union shop
agenc, shop
open shop
0orris-La'uardia &ct
This law marked the beginning of the era of strong encouragement of unions and guaranteed to each employee the right to bargain collectively Hfree from interference, restraint, or coercion.H >page 9(#? The agency created by the 6agner Act to investigate unfair labor
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Ta)t-+artle, &ct
authori.ation cards
5tems in collective bargaining over which bargaining is neither illegal nor mandatory::neither party can be compelled against its wishes to negotiate over those items. >page 90&? 5tems in collective bargaining that are forbidden by lawG for e@ample, the clause agreeing to hire Hunion members e@clusivelyH would be illegal in a right:to:work state. >page 90&?
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mediation arbitration
economic stri4e
un)air labor practice stri4e !ildcat stri4e s,mpath, stri4e corporate campaign
"iscussion 5uestions:
1. #*plain the structure and purpose o) the &(L-CIO. The A/,:'57 is a voluntary federation of about #&& national and international labor unions in the United tates. There are three layers in the structure of the A/,:'57= the local union, the national union, and the federation. The A/,:'57 acts a spokesman for labor and has accumulated a great deal of political clout. >pages 9(&:9(#?
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This e@ercise sets up a situation in which a supervisor has reported to the H2 director that there have been unionization efforts in her department. he describes what has happened, what employees have said, and what other supervisors have said and done. The Kuestion for the students is what H2 4irector Art Tipton should do ne@t. The most pressing issue to deal with right away is the apparent fact that supervisors are engaging in unfair labor practices. Art must hold a meeting with supervisors immediately to instruct them in what they can and cannot do. ,ists of items are on the bottom of page 9(%, and on pages 9-9:9-*. After everyone has been instructed on what they can and cannot do, the organization can turn to the issue of how to avoid becoming unionized. There are two lists in the te@t that help with this= DHow to ,oose an 3,2! <lectionE on pages 9-0 L 9-* as well as D.uidelines for <mployers 6ishing to tay Union:/reeE on pages 9-*:9-$.
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