Human resrouce management 12th mathis jacson chapter 0017

CHAPTER 17 Union/Management Relations S E C T I O N Managing Employee Relations © 2008 Thomson/South-Western All rights reserved PowerPoint Presentation by Charlie Cook The University of West Alabama Chapter Chapter Objectives Objectives After you have read this chapter, you should be able to: ■ Describe what a union is and explain why employees join and employers resist unions ■ Identify several reasons for the decline in union membership ■ Explain the acts that compose the National Labor Code ■ Discuss the stages of the unionization process ■ Describe the typical collective bargaining process ■ Define grievance and identify the stages in a grievance procedure © 2008 Thomson/South- 17–2 Nature of Unions • Union  A formal association of workers that promotes the interests of its members through collective action • Why Employees Unionize  They are dissatisfied with how they are treated by their employers  They believe that unions can improve their work situations © 2008 Thomson/South- 17–3 FIGURE 17-1 Factors Leading to Employee Unionization © 2008 Thomson/South- 17–4 Nature of Unions (cont’d) • Why Employers Resist Unions  Unionization constrains what managers can and cannot in a number of areas  Unionization can result in higher wages and benefits © 2008 Thomson/South- 17–5 FIGURE 17-2 Adjusted Union Membership as a Percentage of the Workforce for Selected Countries Source: U.S Department of Labor, Monthly Labor Review, January 2006, 45 © 2008 Thomson/South- 17–6 Union Membership Globally • Union membership is falling in advanced countries  High unemployment is creating pressure for change • In some countries, unions are closely tied to political parties • Child labor is an issue in some countries • Co-determination  A practice whereby union or worker representatives are given positions on a company’s board of directors © 2008 Thomson/South- 17–7 U.S and Global Unionization Differences Key Emphases Economic Issues Organization by Job and Employer © 2008 Thomson/South- Collective Agreements as “Contracts” Competitive Relations 17–8 FIGURE 17-3 Union Membership as a Percentage of the U.S Civilian Workforce Source: U.S Department of Labor, Bureau of Labor Statistics, 2007 © 2008 Thomson/South- 17–9 Reasons for U.S Union Membership Decline Causes of Membership Decline Geographic Changes Industrial Changes © 2008 Thomson/South- Workforce Changes 17–10 Organizing Campaign Holding mandatory employee meetings Employers’ Union Prevention Efforts Distributing anti-union leaflets and letters Anti-union videos, e-mails, and other electronic means © 2008 Thomson/South- 17–22 Unionization Authorization Cards Salting Unionization Efforts Contract Negotiation Bargaining Unit Composition Certification and Decertification © 2008 Thomson/South- 17–23 Bargaining Unit Composition • “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 Union Ineligibility  Supervisors are excluded from bargaining units © 2008 Thomson/South- 17–24 Collective Bargaining Issues Management Rights Bargaining Issues Union Security Classification of Bargaining Issues © 2008 Thomson/South- 17–25 FIGURE 17-8 Continuum of Collective Bargaining Relations © 2008 Thomson/South- 17–26 Classification of Bargaining Issues Mandatory Issues Collective Bargaining Issues Permissive Issues Illegal Issues © 2008 Thomson/South- 17–27 Collective Bargaining Process Preparation and Initial Demands Bargaining Impasse Continuing Negotiations in Good Faith Ratification Conciliation Mediation Arbitration Settlement and Contract Agreement Strikes and Lockouts © 2008 Thomson/South- 17–28 FIGURE 17-9 Industry Weekly Earnings of Union and Non-Union Workers Source: Bureau of Labor Statistics, “Union Members in 2006,” January 25, 2007, www.bls.gov/cps © 2008 Thomson/South- 17–29 FIGURE 17-10 Typical Items in a Labor Agreement Purpose of agreement 11 Separation allowance Non-discrimination clause 12 Seniority Management rights 13 Bulletin boards Recognition of the union 14 Pension and insurance Wages 15 Safety Incentives 16 Grievance procedure Hours of work 17 No-strike or lockout clause Vacations 18 Definitions Sick leave and leaves of absence 19 Terms of contract (dates) 20 Appendices 10 Discipline © 2008 Thomson/South- 17–30 Strikes and Lockouts • Strike  A work stoppage in which union members refuse to work in order to put pressure on an employer • Lockout  Shutdown of company operations undertaken by management to prevent union members from working • Striker Replacements © 2008 Thomson/South- 17–31 Strikes Unfair Labor Practice Strikes Economic Strikes Types of Strikes Sympathy Strikes Wildcat Strikes Jurisdictional Strikes © 2008 Thomson/South- 17–32 Union-Management Cooperation Issues Cooperation and Joint Efforts UnionManagement Cooperation Employee Involvement Programs (Teams) Unions and Employee Ownership © 2008 Thomson/South- 17–33 Grievance Management • Complaint  Indication of employee dissatisfaction • Grievance  A complaint formally stated in writing • Grievance Procedures  Formal channels used to resolve grievances  Union representation (Weingarten) rights • Grievance Arbitration  Means by which a third party settles disputes arising from different interpretations of a labor contract © 2008 Thomson/South- 17–34 FIGURE 17-11 Typical Division of HR Responsibilities: Grievance Management © 2008 Thomson/South- 17–35 FIGURE 17-12 Steps in a Typical Grievance Procedure © 2008 Thomson/South- 17–36 [...]... Shutdown of company operations undertaken by management to prevent union members from working • Striker Replacements © 2008 Thomson/South- 17–31 Strikes Unfair Labor Practice Strikes Economic Strikes Types of Strikes Sympathy Strikes Wildcat Strikes Jurisdictional Strikes © 2008 Thomson/South- 17–32 Union -Management Cooperation Issues Cooperation and Joint Efforts UnionManagement Cooperation Employee Involvement... Physical location and amount of interaction and working relationships among employee groups  Supervision by similar levels of management • Supervisors and Union Ineligibility  Supervisors are excluded from bargaining units © 2008 Thomson/South- 17–24 Collective Bargaining Issues Management Rights Bargaining Issues Union Security Classification of Bargaining Issues © 2008 Thomson/South- 17–25 FIGURE 17-8... January 25, 2007, www.bls.gov/cps © 2008 Thomson/South- 17–29 FIGURE 17-10 Typical Items in a Labor Agreement 1 Purpose of agreement 11 Separation allowance 2 Non-discrimination clause 12 Seniority 3 Management rights 13 Bulletin boards 4 Recognition of the union 14 Pension and insurance 5 Wages 15 Safety 6 Incentives 16 Grievance procedure 7 Hours of work 17 No-strike or lockout clause 8 Vacations... or discouraging membership in a particular union • Discharging persons for organizing activities or union membership • Refusing to bargain collectively © 2008 Thomson/South- 17–18 Taft-Hartley (Labor -Management Relations) Act • Right-to-Work Laws  State laws that prohibit contracts requiring employees to join unions to obtain or continuing employment Types of Shops Closed Shop Union Shop © 2008 Thomson/South-... Union -Management Cooperation Issues Cooperation and Joint Efforts UnionManagement Cooperation Employee Involvement Programs (Teams) Unions and Employee Ownership © 2008 Thomson/South- 17–33 Grievance Management • Complaint  Indication of employee dissatisfaction • Grievance  A complaint formally stated in writing • Grievance Procedures  Formal channels used to resolve grievances  Union representation... Arbitration  Means by which a third party settles disputes arising from different interpretations of a labor contract © 2008 Thomson/South- 17–34 FIGURE 17-11 Typical Division of HR Responsibilities: Grievance Management © 2008 Thomson/South- 17–35 FIGURE 17-12 Steps in a Typical Grievance Procedure © 2008 Thomson/South- 17–36