an organizational improvement strategy that involves work groups meeting periodically, usually one...
TRANSCRIPT
An organizational improvement strategy that involves work groups meeting
periodically, usually one hour per week, to discuss ways to improve productivity.
Unit 5: Employee and Labor Relations
Quality Circle
An election that is held to determine whether the workers want to be
represented by a union.
Unit 5: Employee and Labor Relations
Representation election
Allows past employers to share relevant job-related personal information about an
applicant with future employees.
Unit 5: Employee and Labor Relations
Qualified privilege doctrine
An exception to the secondary boycott rule. When a neutral employer performs the work that was performed by the striking
employee, it may be subject to lawful picketing.
Unit 5: Employee and Labor Relations
Ally doctrine
A group of workers that form an appropriate entity for collective bargaining.
Unit 5: Employee and Labor Relations
Bargaining Unit
Disciplinary actions follow an accepted procedure that protects an employee from arbitrary, capricious, and unfair treatment.
Unit 5: Employee and Labor Relations
Due process
Negotiations that result in wage reductions or work rule “give backs.”
Unit 5: Employee and Labor Relations
Concession bargaining
Methods of resolving disagreements without litigation, including negotiation, mediation, biding arbitration, and rent-a-
judge services.
Unit 5: Employee and Labor Relations
Alternative dispute resolution
A union comprised of member who work for the same company or industry regardless
of their particular crafts.
Unit 5: Employee and Labor Relations
Industrial union
When two people are romantically involved and one partner received preferential
treatment, then other members of the work group who did not get promoted can claim that they were the victims of unlawful sex
discrimination.
Unit 5: Employee and Labor Relations
Indirect sexual harassment
An oral or written promise by an employer to continue the employment relationship
either indefinitely or for a designated time.
Unit 5: Employee and Labor Relations
Implied contract
An agreement that requires an employer to cease doing business with a nonunion
company. These agreement are illegal.
Unit 5: Employee and Labor Relations
Hot cargo clauses
A work-related complaint or formal dispute that is bought to the attention of
management.
Unit 5: Employee and Labor Relations
Grievance
The requirement that both parties meet and make offers and counter proposals in
an effort to reach an agreement.
Unit 5: Employee and Labor Relations
Good-faith bargaining
An alternative work schedule in which employees work fewer days per week by
working more hours on the days they work. The most typical is four 10-hour days,
called the 4/40 plan.
Unit 5: Employee and Labor Relations
Compressed workweek
An NLRB election is barred because the initial year following certification of the
union has not lapsed.
Unit 5: Employee and Labor Relations
Certification bar
A refusal to work by a group of employees.
Unit 5: Employee and Labor Relations
Strike
A means for overcoming a bargaining impasse by referring the labor dispute to
an outside party with agreement beforehand that both sides will accept the
intermediary’s decision.
Unit 5: Employee and Labor Relations
Binding arbitration
A decision-making process that uses two-party bargaining agreement.
Unit 5: Employee and Labor Relations
Bilateral decision making
The range of feasible alternatives on each bargaining issue that both management and union are willing to consider during
negotiations.
Unit 5: Employee and Labor Relations
Bargaining zone
A provision that allows union dues to be paid directly to the union by the company’s payroll office if a member signs an affidavit
agreeing to a payroll deduction.
Unit 5: Employee and Labor Relations
Dues check-off
An illegal strike that is called by a group to protest the results of a certification election
and to force the employer to recognize a union other than the union that won
certification.
Unit 5: Employee and Labor Relations
Certification strike
A union security provision that an employer hire only union members.
Illegal except in the construction industry.
Unit 5: Employee and Labor Relations
Closed shop
The practice that allows employers to hire whomever they want for as long as they
want; either party may terminate the employment relationship at any time.
Unit 5: Employee and Labor Relations
Employment-at-will doctrine
When an employer, upon learning that the employees have petitioned for a
representation election, consents to an election and agrees to a date.
Unit 5: Employee and Labor Relations
Consent election
A decision constructed by a court that an employee who quit was actually discharged because of intolerable working conditions.
Unit 5: Employee and Labor Relations
Constructive discharge
A union-initiated public boycott of an employer’s goods or services.
Unit 5: Employee and Labor Relations
Consumer picketing
An NLRB election is barred because a valid union contract already exists.
Unit 5: Employee and Labor Relations
Contract bar
A union security provision requiring both union members and nonmembers to pay
dues to the union.
Unit 5: Employee and Labor Relations
Agency Shop
A bargaining strategy in which each party tried to maximize its own outcomes at the
expense of the other party.
Unit 5: Employee and Labor Relations
Distributive bargaining
When a firm has two separate operations, one union and one nonunion.
Unit 5: Employee and Labor Relations
Double breasting
When more than one employer negotiates with a single union.
Unit 5: Employee and Labor Relations
Coalition bargaining
A powerful federation of labor that represents about 80 percent of all
unionized workers.
Unit 5: Employee and Labor Relations
American Federation of Labor and Congress of Industrial Organizations (AFL-
CIO)
An informal process of agreement used by the National Labor Relations Board or the Federal Mediation and Conciliation Service
to resolve industrial disputes.
Unit 5: Employee and Labor Relations
Conciliation
A representation election that is directed by the regional director of the NLRB after
determining that employees’ pretension for an election meets the necessary criteria.
Unit 5: Employee and Labor Relations
Directed election
A bargaining strategy in which both parties work together cooperatively to achieve the
best outcome for both.
Unit 5: Employee and Labor Relations
Integrative bargaining
A court order prohibiting a person or group from carrying out a given action, such as a
strike or boycott, that would cause irreparable damage.
Unit 5: Employee and Labor Relations
Injunction
A large number of individuals parading in front of a company to advertise their labor
dispute.
Unit 5: Employee and Labor Relations
Mass picketing
The process of negotiations between an employer and a union regarding wages and
working conditions.
Unit 5: Employee and Labor Relations
Collective bargaining
The application of technology and engineering to human abilities, interest,
and feelings. Sometimes called biotechnology, it considers the mutual adjustment of people and machines in
improving organizational effectiveness.
Unit 5: Employee and Labor Relations
Ergonomics
An NLRB election is barred because a valid election was held during the preceding
twelve months.
Unit 5: Employee and Labor Relations
Election bar
The degree to which a task consists of a whole or complete unit of work as opposed
to a small, specialized, repetitive act.
Unit 5: Employee and Labor Relations
Task identity
Making a job larger by adding more of the same kinds of elements.
Unit 5: Employee and Labor Relations
Job enlargement
Established by Congress through the Wagner Act to protect the right of
employees, employers, unions, and the general public. Conducts representation
elections and resolves unfair labor practices.
Unit 5: Employee and Labor Relations
National Labor Relations Board (NLRB)
Making slanderous or libelous statements about a person that harms the person’s
reputation or professional credibility.
Unit 5: Employee and Labor Relations
Defamation
An election held by the NRLB to determine whether the majority of employees wish to
get rid of a union.
Unit 5: Employee and Labor Relations
Decertification election
An individual who observes an illegal or immoral action and makes the information
public.
Unit 5: Employee and Labor Relations
Whistleblower
A union security provision that all employees must belong to the union. If
new employees are not members, they are required to join, usually within thirty days.
Unit 5: Employee and Labor Relations
Union shop
A provision granted by Section 14(b) of the Taft Hartley Act that allows states to forbid
union shops, thus making union membership an optional rather than a mandatory requirement to hold a job.
Unit 5: Employee and Labor Relations
Right to work
Federal Anti-Injunction Act. A law passed in 1932 to encourage the formation of
labor unions by neutralizing the differential power between employees and employers.
Unit 5: Employee and Labor Relations
Norris-La Guardia Act
When a union tries to get union members hired at non-union firms in an effort to
organizing the other employees.
Unit 5: Employee and Labor Relations
Salting
An NLRB election is barred because a prior election petition was withdrawn by the
requesting party within the past six months.
Unit 5: Employee and Labor Relations
Prior petition bar
The degree to which a job allows workers to develop and use their skills and to avoid the monotony of performing the same task
repeatedly.
Unit 5: Employee and Labor Relations
Skill variety
Changing a job to make it significantly different in terms of the amount of variety, autonomy, and responsibility for the job. It
involves a signification change in the content of the job, rather than just making
it more of the same.
Unit 5: Employee and Labor Relations
Job enrichment
The degree to which a task has a significant impact on the organization, the community, or the lives of other people.
Unit 5: Employee and Labor Relations
Task significance
National Labor Relations Act. A law passed in 1925 to establish the legal right for labor
unions to exist.
Unit 5: Employee and Labor Relations
Wagner Act
An action by secondary unions in support of a strike by a primary union that needs
help.
Unit 5: Employee and Labor Relations
Sympathy strike
The right of employees to have union representation at investigatory interviews.
Unit 5: Employee and Labor Relations
Weingarten right
Giving workers greater authority and discretion by allowing them to perform functions previously reserved for higher
level of management.
Unit 5: Employee and Labor Relations
Vertical loading
Unit 5: Employee and Labor Relations
When employees strike an employer that shares its premises with another employer,
the union’s picket signs must clearly indicate which employer they are striking.
Common situs picketing