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Adversarial relationship between union and management>>Adversarial system>> A view of labor and management that depicts each of the two parties in conflict over achieving incompatible goals.
AFL-CIO>> The American Federation of Labor and Congress of Industrial Organizations; a major umbrella for national unions that represents a larger majority of the union members in the United States.
Arbitration>> A procedure in which a central third party studies the bargaining situation, listening to both parties and gathering information, and then reaches a decision that is usually binding for the parties.
Bargaining unit>> The heart of the labor-management relationship. A group of employees certified by the NLRB to be able to be included in the union.
Business representative>> Full-time employee to handle grievances and contract negotiations.
Card checks>> with card checks, workers gain the right to join a union if a majority of employees sign cards saying they wish to do so.
Certification election>> An election conducted by the NLRB to determine if a majority of the employees in a bargaining unit want the union to represent them all.
Collective bargaining>> Bargaining or joint discussion over wages, hours, and conditions of employment between management and a formal representative of the employees.
Concessionary bargaining>> Bargaining by unions where they give up or concede issues or positions to management.
Continuous bargaining>> When unions and management representatives meet on a regularly scheduled basis to review contract issues of common interest.
Decertification election>> An election conducted by the NLRB to remove a union from representation if the employees currently represented by the union vote to do so.
Distributive bargaining>> A type of collective bargaining where both labor and management try to attain goals that would result in a gain for one party but a loss for the other.
Integrative bargaining>> A type of collective bargaining where labor and management work to solve contractual problems to the benefit of both.
Intraorganizational bargaining>> The process of negotiating terms influencing their constituents over changes in bargaining positions.
Lockout>> A refusal of management to allow workers to work.
Mandatory issues>> Wages, hours, and other terms and conditions of employment over which management must bargain according to the NRLA. Mediation>> A procedure in which a central third party assists union and management negotiations in reaching a voluntary agreement.
Permissive issues>> Bargaining over these issues is not mandatory but is not specifically illegal.
Pre-election campaign>> Preliminary efforts by management and labor to persuade employees to vote for or against union certification.
Prohibited issues>> Bargaining about these issues is illegal for unions and employers.
Psychological contract>> An informal and unwritten understanding between employees and employer about what it is reasonable to expect from an employee in exchange for what is in the employment contract.
Steward>> An employee elected by the work unit to act as the union representative on the work site and to respond to company actions against employees that violate the labor agreement.
Strike>> A refusal of employees to work at the company.
Union>> An organization with the legal authority to negotiate with the employer on behalf of the employees and to administer the ensuing agreement.
Union instrumentality>> The degree to which union membership can result in obtaining valued outcomes such as pay raises.
Union locals>> The grass-roots units of the labor organization that represents the employees who are in the same union unit at a given workplace.
Union salting>> Refers to the practice of union organizers seeking employment in companies without disclosing their true backgrounds in order to establish a base for union organizing activities.
Union shop>> A provision (in about thirty states) that says that employees must join the union (if the company has one) after a set number of days from initial employment.
Unionization or unionizing>> The effort by employees and outside agencies (unions and associations) to band together and act as a single unit when dealing with management over issues related to their work.
Whipsaw>> The process where unions use one contract settlement as a precedent for the next and force the employer to settle all contracts before work is resumed.
AFL-CIO>> The American Federation of Labor and Congress of Industrial Organizations; a major umbrella for national unions that represents a larger majority of the union members in the United States.
Arbitration>> A procedure in which a central third party studies the bargaining situation, listening to both parties and gathering information, and then reaches a decision that is usually binding for the parties.
Bargaining unit>> The heart of the labor-management relationship. A group of employees certified by the NLRB to be able to be included in the union.
Business representative>> Full-time employee to handle grievances and contract negotiations.
Card checks>> with card checks, workers gain the right to join a union if a majority of employees sign cards saying they wish to do so.
Certification election>> An election conducted by the NLRB to determine if a majority of the employees in a bargaining unit want the union to represent them all.
Collective bargaining>> Bargaining or joint discussion over wages, hours, and conditions of employment between management and a formal representative of the employees.
Concessionary bargaining>> Bargaining by unions where they give up or concede issues or positions to management.
Continuous bargaining>> When unions and management representatives meet on a regularly scheduled basis to review contract issues of common interest.
Decertification election>> An election conducted by the NLRB to remove a union from representation if the employees currently represented by the union vote to do so.
Distributive bargaining>> A type of collective bargaining where both labor and management try to attain goals that would result in a gain for one party but a loss for the other.
Integrative bargaining>> A type of collective bargaining where labor and management work to solve contractual problems to the benefit of both.
Intraorganizational bargaining>> The process of negotiating terms influencing their constituents over changes in bargaining positions.
Lockout>> A refusal of management to allow workers to work.
Mandatory issues>> Wages, hours, and other terms and conditions of employment over which management must bargain according to the NRLA. Mediation>> A procedure in which a central third party assists union and management negotiations in reaching a voluntary agreement.
Permissive issues>> Bargaining over these issues is not mandatory but is not specifically illegal.
Pre-election campaign>> Preliminary efforts by management and labor to persuade employees to vote for or against union certification.
Prohibited issues>> Bargaining about these issues is illegal for unions and employers.
Psychological contract>> An informal and unwritten understanding between employees and employer about what it is reasonable to expect from an employee in exchange for what is in the employment contract.
Steward>> An employee elected by the work unit to act as the union representative on the work site and to respond to company actions against employees that violate the labor agreement.
Strike>> A refusal of employees to work at the company.
Union>> An organization with the legal authority to negotiate with the employer on behalf of the employees and to administer the ensuing agreement.
Union instrumentality>> The degree to which union membership can result in obtaining valued outcomes such as pay raises.
Union locals>> The grass-roots units of the labor organization that represents the employees who are in the same union unit at a given workplace.
Union salting>> Refers to the practice of union organizers seeking employment in companies without disclosing their true backgrounds in order to establish a base for union organizing activities.
Union shop>> A provision (in about thirty states) that says that employees must join the union (if the company has one) after a set number of days from initial employment.
Unionization or unionizing>> The effort by employees and outside agencies (unions and associations) to band together and act as a single unit when dealing with management over issues related to their work.
Whipsaw>> The process where unions use one contract settlement as a precedent for the next and force the employer to settle all contracts before work is resumed.