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Questions and Answers
What is the primary reason workers organize into unions?
What is the primary reason workers organize into unions?
Union membership in the U.S. has increased over the past decade.
Union membership in the U.S. has increased over the past decade.
False
What is one example of unfair employer practices in labor law?
What is one example of unfair employer practices in labor law?
Discriminating against union members.
Workers seek protection from ________ whims of management.
Workers seek protection from ________ whims of management.
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Match the following terms with their definitions:
Match the following terms with their definitions:
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Which act protects the right to collective bargaining?
Which act protects the right to collective bargaining?
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The Taft-Hartley Act of 1947 prohibits unfair union labor practices.
The Taft-Hartley Act of 1947 prohibits unfair union labor practices.
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What are the three layers of the American Federation of Labor and Congress of Industrial Organizations (AFL-CIO)?
What are the three layers of the American Federation of Labor and Congress of Industrial Organizations (AFL-CIO)?
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The _______ prohibits employers from interfering with the right of self-organization.
The _______ prohibits employers from interfering with the right of self-organization.
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Match the following laws with their key features:
Match the following laws with their key features:
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Which of the following is NOT one of the employer practices prohibited by the Wagner Act?
Which of the following is NOT one of the employer practices prohibited by the Wagner Act?
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The Change to Win Coalition is a governmental organization.
The Change to Win Coalition is a governmental organization.
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List two examples of unfair union practices addressed by the Taft-Hartley Act.
List two examples of unfair union practices addressed by the Taft-Hartley Act.
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Which of the following is NOT a type of bargaining item?
Which of the following is NOT a type of bargaining item?
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The grievance procedure is designed to create an environment where grievances never arise.
The grievance procedure is designed to create an environment where grievances never arise.
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What is the tendency regarding the length of contract agreements today?
What is the tendency regarding the length of contract agreements today?
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The process of resolving disputes with the assistance of a neutral third party is known as __________.
The process of resolving disputes with the assistance of a neutral third party is known as __________.
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Which of the following is a source of third-party assistance in resolving disputes?
Which of the following is a source of third-party assistance in resolving disputes?
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Union membership is currently on the rise in the United States.
Union membership is currently on the rise in the United States.
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Name one action unions are taking to address declining membership.
Name one action unions are taking to address declining membership.
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Which of the following tactics can help a union win an election?
Which of the following tactics can help a union win an election?
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It is acceptable for a supervisor to spy on employees during union activities.
It is acceptable for a supervisor to spy on employees during union activities.
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What is the legal process for employees to terminate a union’s right to represent them called?
What is the legal process for employees to terminate a union’s right to represent them called?
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The law requires management and labor to negotiate in good faith regarding wages, hours, terms, and __________.
The law requires management and labor to negotiate in good faith regarding wages, hours, terms, and __________.
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Match the following practices regarding unions with their definitions:
Match the following practices regarding unions with their definitions:
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Which of the following is NOT a recommended supervisory action regarding unions?
Which of the following is NOT a recommended supervisory action regarding unions?
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The collective bargaining process is required by law to be conducted in good faith.
The collective bargaining process is required by law to be conducted in good faith.
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Name one issue that unions emphasize to build worker commitment during campaigns.
Name one issue that unions emphasize to build worker commitment during campaigns.
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Which of the following is NOT a prohibited union practice under the Taft-Hartley Act?
Which of the following is NOT a prohibited union practice under the Taft-Hartley Act?
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The Landrum-Griffin Act includes a Bill of Rights for union members.
The Landrum-Griffin Act includes a Bill of Rights for union members.
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Name one right that employers must uphold during union activities.
Name one right that employers must uphold during union activities.
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The process of collecting employee endorsements for union representation typically starts with obtaining __________.
The process of collecting employee endorsements for union representation typically starts with obtaining __________.
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Match the following steps in the union drive to their descriptions:
Match the following steps in the union drive to their descriptions:
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According to the regulations, what is one major requirement during the election process?
According to the regulations, what is one major requirement during the election process?
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Employees are prohibited from being coerced by unions during union drives.
Employees are prohibited from being coerced by unions during union drives.
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What must a supervisor avoid doing during the union drive?
What must a supervisor avoid doing during the union drive?
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Study Notes
Chapter 15: Labor Relations and Collective Bargaining
- This chapter focuses on labor relations and collective bargaining in Human Resource Management.
- The number of US workers belonging to unions is about 14 million, which is down. Union membership still represents about 11% of the total workforce.
- Workers organize for various reasons, including pay (wanting a fair share of the profits), protection from arbitrary management decisions, poor employee relations (low morale, fear of job loss, and poor communication), and other factors.
- A modern survey study indicates that focusing on employee engagement can foster positive relationships between employees and management, therefore decreasing the likelihood of unionization.
- Unions commonly seek union security (right to work, banning union membership as a condition of employment), improved wages, hours, and benefits.
- The AFL-CIO and the SEIU (Service Employees International Union) are prominent organizations in the American labor movement, along with the Change to Win Coalition.
- Labor laws have evolved through three distinct periods: strong encouragement, modified encouragement coupled with regulation, and detailed regulation of internal union affairs.
- The Norris-LaGuardia Act (1932) supported the right to collective bargaining, made yellow-dog contracts unenforceable, and limited court's stop order abilities.
- The Wagner Act (1935) established fair labor practices, mandated secret ballot elections, and created the National Labor Relations Board (NLRB).
- The Wagner Act prohibits five employer practices: interference with self-organization, dominating union formation, discriminating against union members, discriminating for filing unfair charges, and refusing to bargain collectively.
- The Taft-Hartley Act (1947), also known as the Labor Management Relations Act, prohibited unfair union labor practices, enumerated employee and employer rights, and allowed the US President to temporarily bar national emergency strikes.
- Unfair union labor practices include restraining/coercing employees from exercising bargaining rights, causing an employer to discriminate, refusing to bargain in good faith, and participating in featherbedding.
- Employees' rights include protection from union coercion. Employers must avoid threats, promises, coercion, and interference with workers.
- The Landrum-Griffin Act (1959) established rules for internal union affairs and a bill of rights for union members.
- Supervisors should not threaten, interrogate, or make promises to employees during union drives and elections. They can provide fair facts, opinions, rules, and experiences about unions.
- Union drives typically involve initial contact (labor relations consultants, union salting, and public pressure), obtaining authorization cards, holding hearings to determine bargaining units, campaigns from both sides, and secret ballot elections.
- Mistakes that lead to losing an NLRB election may include insufficient attention to the election, neglecting committees, focusing excessively on money or benefits, or poor delegation to divisions.
- Strategies to win an NLRB election include focusing on slow, grassroots organizing, building active rank-and-file participation, pursuing first-contract settlements quickly, encouraging worker commitment and using pressure tactics.
- The collective bargaining process requires good faith negotiations between management and labor, costing the union's demands accurately, and engaging in voluntary, mandatory, and illegal bargaining items.
- Handling disputes and grievances effectively often involves creating a healthy environment where such situations are less likely to arise.
- Contract agreements often range from 20 to 30 pages and may include detailed rules, policies or a mix.
- Decertification elections allow employees to remove a union's role. Decertification campaigns often mirror certification efforts.
Learning Objectives
- Key learning objectives for Chapter 15 are presented, including specific topics such as American labor movement history, unfair labor practices (for both employers and unions), supervisor conduct during union drives and elections, understanding bargaining that is not in good faith, developing a grievance procedure, and knowing examples of cooperative labor relations.
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Description
This quiz explores the key concepts of labor relations and collective bargaining within Human Resource Management. It covers the dynamics of union membership in the US, reasons for organization, and the impact of employee engagement on unionization. Understand the roles of prominent unions and the benefits they seek for members.
