Transcript Human Resource Management TENTH EDITON SECTION 5 Employee Relations and Global HR Robert L. Mathis  John H.

Human Resource
Management
TENTH EDITON
SECTION 5
Employee
Relations
and
Global HR
Robert L. Mathis  John H. Jackson
Chapter 17
Union-Management Relations
© 2003 Southwestern College Publishing. All rights reserved.
PowerPoint Presentation
by Charlie Cook
Learning 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.
© 2002 Southwestern College Publishing. All rights reserved.
17–2
Nature 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.
© 2002 Southwestern College Publishing. All rights reserved.
17–3
Factors Leading to Employee Unionization
Figure 17–1
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17–4
Typical Division of HR Responsibilities:
Labor Relations
Figure 17–2
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17–5
Union 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.
© 2002 Southwestern College Publishing. All rights reserved.
17–6
Union Membership as Percentage
of the U.S. Workforce
Source: Bureau of Labor Statistics, U.S. Department of Labor.
© 2002 Southwestern College Publishing. All rights reserved.
Figure 17–3
17–7
Reasons for Union Decline in the U.S.
Foreign
Competition
Deregulation
Industrial
Changes
Union
Decline
Workforce
Changes
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More Available
Labor
Geographic
Changes
17–8
Union Membership by Industry
Source: U.S. Department of Labor, Bureau of Labor Statistics.
© 2002 Southwestern College Publishing. All rights reserved.
Figure 17–4
17–9
Union Targets for Membership Growth
Professional
Unions
Union
Organizing
Contingent and
Part-time Workers
Low-Skilled
Workers
© 2002 Southwestern College Publishing. All rights reserved.
17–10
The History of American Unions

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1794
1806
1886
1938
1926
1935
1932
1947
1957
1959
1978
Shoemakers’ strike
Shoemakers’ strike (“criminal conspiracy”)
American Federation of Labor (AFL)
Congress of Industrial Organizations CIO
Railway Labor Act
National Labor Relations Act (Wagner Act)
Norris-LaGuardia Act
Taft-Hartley Act
AFL-CIO merger
Landrum-Griffin Act
Civil Service Reform Act
© 2002 Southwestern College Publishing. All rights reserved.
17–11
The National Labor Code
Figure 17–5
© 2002 Southwestern College Publishing. All rights reserved.
17–12
Unfair 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.

© 2002 Southwestern College Publishing. All rights reserved.
17–13
Labor 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-ofmembership
Require workers to remain members of the union
for the period of the labor contract.
© 2002 Southwestern College Publishing. All rights reserved.
17–14
Right-to-Work States
Figure 17–6
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17–15
Typical
Unionization
Process
Figure 17–7
© 2002 Southwestern College Publishing. All rights reserved.
17–16
Unionization: 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.
© 2002 Southwestern College Publishing. All rights reserved.
17–17
Bargaining 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.
© 2002 Southwestern College Publishing. All rights reserved.
17–18
Legal Do’s and Don’ts for Managers During the Unionization Process
Figure 17–8
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17–19
Collective Bargaining Relationship Continuum
Figure 17–9
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17–20
Collective 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.
© 2002 Southwestern College Publishing. All rights reserved.
17–21
Mandatory Bargaining Issues
 Issues
identified
specifically by
labor laws or
court decisions
as subject to
bargaining.

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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
© 2002 Southwestern College Publishing. All rights reserved.
17–22
Classification 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).
© 2002 Southwestern College Publishing. All rights reserved.
17–23
The Bargaining Process
Preparation and Initial
Demands
Continuing
Negotiations
Bargaining
Impasse
Strikes and
Lockouts
Conciliation
Mediation
Arbitration
Settlement and
Contract Agreement
© 2002 Southwestern College Publishing. All rights reserved.
17–24
Typical Items in a Labor Agreement
Figure 17–10
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17–25
Types 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
© 2002 Southwestern College Publishing. All rights reserved.
17–26
Union-Management Cooperation Issues
Cooperation and
Joint Efforts
Employee
Involvement (Teams)
UnionManagement
Cooperation
Employee Ownership
(ESOPs)
© 2002 Southwestern College Publishing. All rights reserved.
17–27
Grievance 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
© 2002 Southwestern College Publishing. All rights reserved.
17–28
Typical HR Responsibilities: Grievance Management
Figure 17–11
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17–29
Steps in a Grievance Procedure
Figure 17–12
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17–30