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Labor-Management Relations Overview Exam With
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Goals of employee organizations - ANSWER Stable employment, satisfactory income, asay in HR policies, a voice in decisions, protection against economic risks, recognition
Positive labor-management relations - ANSWER Problem-solving committees, buildingtrust, negotiation, grievance handling and administration
HR's role in supporting management's relations with its employees - ANSWERInformation to the management, negotiation status, strike plans, grievance matters, investigations, training Decertification Election - ANSWER Process by which employees may petition to removea certified union representative.
Closed shop - ANSWER It is a requirement for people to join a union before they canstart working, no longer legal.
Union shop - ANSWER Employees must, within a specified time, join the union. Maintenance of membership - ANSWER Employees are required to maintain their unionmembership status as a condition of employment.
Agency shop - Employees pay an amount equivalent to union dues as a condition ofemployment. Fair share - Employees pay a pro rata share of collective bargaining costs, less otherunion activities. Dues checkoff - The employer withholds union dues from employee pay and forwards
them to the union. Duty to bargain - Obligation of employer and employee representatives to negotiate ingood faith on the terms of employment.
Bargaining scope: ANSWER Defines what bargaining subjects are mandatory,permissive, or prohibited.
Meet and Confer: ANSWER Requirement of the parties to bargain in good faith to anagreement.
Meet and Discuss: ANSWER Parties meet to discuss union proposals with final authorityresting in employer.
Impasse: ANSWER When parties cannot reach an agreement in bargaining. Mediation - ANSWER A neutral third party helps disputing parties reach a settlement. Fact-finding - ANSWER A process where an independent expert hears evidence andissues recommendations to settle disputes.
Collective Bargaining Agreement - ANSWER A mutual agreement with bindingprovisions on parties.
Memorandum of Understanding (MOU) - ANSWER A legally binding agreement oncommon action with mutual consideration.
Memorandum of Agreement - ANSWER A written agreement for joint effort towards aspecific goal.
Letter of Understanding LOU ANSWER Formal letter on specific agreement termsbetween parties.
solutions Unfair Labor Practices - ANSWER Violations of law by employers or labor organizations,outlined by NLRB
Progressive Discipline - ANSWER Disciplinary system with escalating actions forrepeated violations
Due Process - ANSWER Employee right to fair investigation before discipline, per theFourteenth Amendment
Equal Treatment - ANSWER Consistent application of rules and penalties withoutdiscrimination
Just Cause - ANSWER Requirement for valid reasons before disciplinary action, as percollective bargaining agreements
At-Will Employment - ANSWER Employer's right to hire, fire, or promote without acontract limitation
Public Policy Exception - ANSWER Allows employee lawsuits if termination violatespublic policy
Implied Contract Exception - ANSWER Legal action possible if employer breaks impliedpromise of continued employment
Good-Faith and Fair Dealing Exception - ANSWER Legal action available when theemployer acts unreasonably, violating good faith
Weingarten Decision - ANSWER U.S. Supreme Court decision about the rights ofemployees in investigations
NLRB - ANSWER National Labor Relations Board regulating labor practices anddisputes
Interference with Employee Rights - ANSWER Coercive or discriminatory actionsagainst employee rights of organization
Discrimination in Employment - ANSWER Unequal treatment in hiring or conditions ofemployment based on protected characteristics
Secondary Boycott - Union action to pressure an employer by boycotting a third party Featherbedding - Requiring unnecessary workers paid by the employer Hot Cargo Agreements - Union refusal to handle goods from anti-union employers Employee Misbehavior - Actions like fighting, theft, or intoxication leading to disciplinaryaction
Employee Handbook - Document outlining rules and policies for employees Employee Investigation - The process of determining the facts and circumstances ofemployee behavior. Employee Grievance - A complaint by an employee against an action by an employer Employee Performance Issues - Concern about the performance of an employee on thejob or behavior Employee Rights - Entitlements of employees in the workplace, protected by law Employee Discipline - Actions by an employer in response to misbehavior by employees
