Labor Relations - PowerPoint PPT Presentation

About This Presentation

Labor Relations


... Management Relations. Railway Labor Act 1926. National Labor Relations Act ... Topic: More on labor relations. For next time, explore the AFL-CIO website ... – PowerPoint PPT presentation

Number of Views:636
Avg rating:3.0/5.0
Slides: 15
Provided by: sandyf8
Tags: labor | relations


Transcript and Presenter's Notes

Title: Labor Relations

Labor Relations
  • OS352 HRM
  • Fisher
  • Nov. 18, 2003

  • Hand out final essay questions
  • History of unions
  • Basic union concepts and laws
  • Organizing process
  • Next class
  • Bargaining and contract administration processes
  • Current issues with unions

Final essay questions
  • Due December 8 at 500
  • Submit electronically via
  • Class ID 1076184
  • Password HRsec2
  • Choose 2 of 4 questions
  • Use at least three external sources in each
  • Individual assignment

History of Unions
  • Started in late 1700s in US (printers,
    carpenters, etc.)
  • Purpose was to protect worker rights (pay,
    working hours)
  • Less effective in depressions
  • Decrease in union membership attributed to
    increase in service sector, high tech jobs

Current Status
  • Declining membership
  • In 1945, 35.5 of workforce was unionized (high
  • Currently 13.5 of the workforce (Bureau of Labor
    Statistics, January 2002)
  • Largest union in US is AFL-CIO
  • Formed in 1955
  • Over 13 million members
  • Goal is to increase membership by 3 a year

Benefits of Unions
  • For employees
  • Higher wages
  • Better benefits
  • Increased job security
  • More job training and skill development
  • For employers (!)
  • Potential for wage concessions
  • Cooperation in joint workplace efforts

Laws Governing Labor-Management Relations
  • Railway Labor Act 1926
  • National Labor Relations Act (Wagner Act) 1935
  • Labor Management Relations Act (Taft-Hartley) -
  • Landrum-Griffin Act - 1959

  • National Labor Relations Board
  • Established in 1935 by NLRA
  • Guarantees the right of employees to organize and
    bargain collectively with employer
  • Major functions
  • Provide certification election oversight
  • Prevent and remedy unfair labor practices
  • Does not act on its own

The Certification Process
Determination of bargaining unit by NLRB
Union campaign for authorization cards
Union contactwith employees
Request for election
Certification of union and start of collective
Pre-election campaign
Bargaining Unit a group of employees certified
by the NLRB to be able to be included in the
Source William D. Todor, Professor of Human
Resource Management, The Ohio State University
Voting process
  • Monitored by NLRB
  • Employers are not allowed to intimidate workers
  • Delta flight attendants case
  • 5,520 Yes votes, 89 No votes
  • 19,003 eligible voters
  • Non-votes count as No
  • Delta accused of interfering with election

What can management do?
  • Discuss the history of unions and make factual
    statements about strikes, violence, or the loss
    of jobs at plants that have unionized.
  • Discuss their own experience with unions.
  • Advise workers about the costs of joining and
    belonging to unions.
  • Remind employees of the company benefits and
    wages they receive without having to pay union
  • Explain that union representation will not
    protect workers against discharge for cause.
  • Advise employees that unions often resort to work
    stoppage to press their demands and that such
    tactics can cost them money.

Unfair Labor Practices (Section 8 of NLRA)
  • Interference, restraint, or coercion to prevent
    employees from organizing or bargaining
  • Domination or interference with union or
    providing financial support for it.
  • Discrimination against employees in order to
    discourage union membership.
  • Discharging or retaliating against an employee
    who has filed charges or given testimony under
    the NLRA.
  • Refusal to bargain collectively with a
    representative of employees (good faith

Right-to-Work Laws
  • State laws prohibiting
  • Union shops Employees are required to join the
    union within a certain amount of time (30 days)
    after beginning employment.
  • Agency shops Employees are required to pay union
    dues but do not have to join the union.
  • Maintenance of membership Employees who do join
    the union are required to remain members for a
    certain period of time.
  • New York does not have right-to-work laws

For next class
  • Topic More on labor relations
  • For next time, explore the AFL-CIO website
  • Identify one unionized facility in the North
    Country (company and union)
Write a Comment
User Comments (0)