Labor Test 2 Flashcards
interest dispute
a dispute that arises between union and management representatives over what the terms and conditions of employment will be
two dimensions of bargaining structure
1) employee groupings that can affect the collective bargaining outcome
2) employees and employers who are subject to the provisions of the negotiated labor agreement
bargaining unit
the employees and employers who will be bound by a negotiated labor agreement
ABU=appropriate bargaining unit
intraorganizational bargaining
the negotiations that occur within each bargaining party as management and union negotiators attempt to achieve consensus within their respective organizations
good faith bargaining
each party must demonstrate a sincere and honest intent to reach a labor agreement and be reasonable in their bargaining positions, tactics, and activities (violation = ULP)
4 sources of good faith bargaining
1) type of bargaining subject (mandatory vs. nonmandatory, illegal, voluntary, etc.)
2) specific bargaining actions or per se violations
3) totality of a party’s conduct
4) successor employer bargaining obligations
mandatory bargaining issues
subjects that may have a direct effect on bargaining unit members’ wages, hours, or other terms and conditions of employment, including the willingness to meet at reasonable times for the purpose of negotiating and the willingness to reduce oral agreements to writing
mid-term bargaining
either party may request the other party to voluntarily agree to negotiate a current contract provision early, but there is no legal duty to bargain until 60 days prior to the expiration date of the contract
per se violation
by management: a single specific action by an employer that constitutes a ULP (e.i. refuses to meet with union, implements wage change w/o consulting union, etc)
by union: insists on closed-shop or discriminatory hiring, refuses to meet to negotiate, etc.)
totality of conduct
even though individual acts do not constitute a bargaining violation, such acts may constitute an ULP when viewed as a pattern of conduct as a whole
labor productivity
a measure of the value of output created relative to the hourly costs of the labor necessary to produce that output
featherbedding
unreasonable limits to the amount of work employees may do in a given period…payment for unneeded employees, unnecessary tasks, work not performed, etc.
Worker Adjustment and Retraining Notification Act (WARN Act)
-100+ employees, give 60 days notice of plant closing or major layoff (50 or more workers wi/in the same location w/in 30 day period, or 50 employees who make up at least 33 percent of the workers at a work site)
Factors Affecting Wage Targets
1) market comparisons (labor market-what others are paying, product market - staying competitive)
2) firm characteristics (ability to pay, productivity, labor costs vs. total costs)
3) characteristics of job (what is the job worth?)
4) special issues for union (past contracts, other union contracts, cost of living)
union’s bargaining power
cost of mgt disagreeing/cost of management agreeing
