ch.10
organizing drive
a time period in which union organizers collect signatures of authorization cards in attempts to force union election
arbitration
a process used to settle a labour dispute between a union and management through the use of a 3rd party (known as an arbitrator) whose decision is binding if both the employer and union have previously agreed to bound by it.
collective bargaining
when a contract is being developed
intergrtive baragining
when union and management don't have conflict but both sides have something to gain
progressive discipline
employees receive stiffer consequences
right to work law
allows each employee in a unionized company to choose to join the union or not
attitudinal structuring
a negotiation strategy in which on or both sides attempt to establish an impression of friendliness, trust, respect.. etc. in order to manipulate or influence others.
distruptive bargianing
when union and management conflict over other issues
intraorignational bargaining
both sides must sell the agreements reached during negotiation to their own constituents
secondary strike
illegal strike in which employees go on strike because there employer does business with another employer whos employees are on strike.
taft hartley act 1946
legislation that banned closed shops, outlined unfair labour practices for unions, empowered states to choose to enact right to work.... ect. amended the wagner act 1935
binding arbitration
occurs when union and management cannot resolve a grievance through negotiation
economic strike
strike over wages or working conditions
jurisdictional strike
illegal strike based on issue of which unions will represent employees
sit down strike
strike that occurs when union members stop working but remain on premises
wagner act of 1935
legislation that outlined the responsibility of management to bargain collectively with unions, and that defined unfair labour practices for management.
aka national labour relations act.
boulwarism
an illegal negotiation strategy derived from tactic, calls for management to make a final offer early in the negotiations and to refuse to discuss any further
final offer abritriation
where arbitrator chooses management or unions proposal
just cause clause
collective bargaining contract that outlines specific guidelines for employee discipline or termination
wild cat strike
strike not recognized by union leadership
worker adjustment and retraining notification act 1991
a low that requires some employers to provide 60 days advance warning of layoffs or business closures.
boycott
a situation the accors when union members or others refuse to buy products or services offered by a company in which the employees are on strike.
impasse
A point where union and management will not give up on any point or issue
mediation
a process used to resolve a stalemate in negotiations between union and management in which 3rd parties (known as mediator) assist by helping the parties arrive at a voluntary compromise
zero sum issue
a proposal or issue in which one side loses and the other side wins by the same amount