Vocab for Final Test Flashcards
(150 cards)
1
Q
Administrative
Law Judge
A
An employee of the National Labor
Relations Board who issues decisions in
cases in which an unfair labor practice
has been charged.
2
Q
Advisory
Arbitration
A
A form of arbitration in which the person chosen to examine facts and decide a dispute recommends a solution; however, this settlement is not binding on the parties.
3
Q
American
Arbitration
Association
(AAA)
A
A private, nonprofit agency that encourages arbitration as a means of settling disputes. This organization maintains panels of arbitrators in large American cities.
4
Q
Apprentice
Training
A
An arrangement whereby an employee enters
into an agreement with an employer and a union,
and sometimes vocational school authorities, to
learn a skilled trade by work experience and
technical instruction
5
Q
Arbitration
A
A method of settling a labor-management dispute by having an impartial third party, known as an arbitrator, render a decision that is binding on both the union and the employer.
6
Q
American Federation Of Labor-Congress Of Industrial Organizations (AFL-CIO)
A
This organization
is not a bargaining agent, rather its primary functions are
education, lobbying, and assisting constituent unions in
organizing efforts. In 2008 the federation represented 11
million of the nation’s 16.1 million union members (68.3%).
7
Q
Authorization
Card
A
A form signed by individual employees,
solicited by a union during an organizing
drive.
8
Q
Award
A
The settlement or final
decision of an arbitrator,
binding on both parties to
the dispute.
9
Q
Back-Loaded
A
The practice of deferring a greater wage or benefit increase to the latter part of a multiyear agreement as defined by contract. Compare with Front-Loaded
10
Q
Back
Pay
A
Wages due an employee
11
Q
Back-To-Work
Movement
A
A return of strikers to their jobs before
their union has declared an end to the
strike
12
Q
Bargaining
Agent
A
A union that possesses the sole authority to act
on behalf of all the employees of a particular
type, both union and nonunion, in a company or
bargaining unit
13
Q
Boycott
A
An organized refusal by employees and their
union to deal with an employer; used to win
concessions
14
Q
Bargaining
Unit
A
A group of jobs in a firm, plant, or industry with
sufficient commonality to constitute the unit
represented in collective bargaining by a
particular bargaining agent.
15
Q
Blacklist
A
A list of names circulated among employers
containing the names of workers considered
troublesome. Workers whose names are listed
are often fired from their jobs or not hired in new
jobs.
16
Q
Boulwareism
A
this bargaining strategy attempts to bypass the union and persuade employees that an initial offer is in their best interest. However, that employer changes their offer if they receive new information or persuasive arguments from the union.
17
Q
Bumping
A
A practice allowing a worker laid off
from a job for lack of work to
displace some other worker with
less seniority in the same plant.
18
Q
Burden
Of Proof
A
In an arbitration proceeding, the responsibility placed on one of the parties to prove to the arbitrator’s satisfaction the correctness or truth of the allegations made
19
Q
Bureau Of
Labor Statistics
(BLS)
A
A unit of the United States Department of Labor that collects and publishes information on the cost of living, the volume of employment and unemployment, labor turnover, industrial disputes, and other matters relating to the world of work.
20
Q
Business
Agent
A
A full-time officer of a local union who handles grievances, helps enforce contracts, and performs other tasks in the day-to-day operations of a union.
21
Q
Call-Back
Pay
A
Compensation paid to workers who
are called back on the job after
completing their regular shift; this
pay is often paid at higher rates.
22
Q
Call-In
Pay
A
Compensation guaranteed to a
worker who reports for work even if
they find there is insufficient work to
do.
23
Q
Certification
A
Determination by the National Labor Relations Board (NLRB) or an appropriate state agency that a particular union is the majority choice and hence the exclusive bargaining agent.
24
Q
Check-Off
A
The procedure whereby an employer deducts union dues, assessments, and initiation fees from the pay of all union members and transmits these funds to the union.
25
Closed
| Shop
```
A bargaining unit covered by an
agreement between an employer and a
union that, as a precondition of
employment, all employees must belong
to that particular union.
```
26
Coalition
| Bargaining
A form of collective bargaining in which several
different unions representing different categories
of employees of a single employer attempt to
coordinate their bargaining.
27
Collective
| Bargaining
A method of negotiations between
representatives of the employer and union
representatives to regulate workplace conditions
and determine terms and conditions of
employment for all workers in a bargaining unit.
28
Collective
Bargaining
Agreement
A written contract resulting from negotiations
between an employer or a group of employers
and a union or group of unions, which sets the
terms of employment and working conditions
(examples include: wages, hours, fringe benefits,
etc
29
Collusion
```
Secret cooperation or
conspiracy by an employer and
the certified representative of
his or her employees to defraud
the employees represented
while providing the semblance
of a genuine bargaining
relationship
```
30
Company
| Union
An employee organization, usually of a
single company, that is dominated or
strongly influenced by management.
31
Comparable
| Worth
The notion that wages and benefits should be
based on the worth of the job to the employer
rather than on circumstances dictated by the
vagaries of the labor market.
32
Concession
| Bargaining
This negotiation tactic refers to instances
when unions agree to surrender or
modify terms in the existing contract in
exchange for other benefits.
33
Confidential
| Employee
An employee who, although he or she may have
no supervisory responsibilities, may have access
to information about an organization’s labor
relations policy and is therefore ineligible for
inclusion in a bargaining unit or coverage by a
bargaining agreement.
34
Conspiracy
| Doctrine
Developed under English common law, this doctrine holds
that certain acts that are lawful when performed by an
individual (e.g., a worker’s demand for an increase in pay)
are unlawful when performed by a group (e.g., several
workers acting in concert to demand an increase in pay).
35
Cooling
| Off Period
A period of time to allow further consideration or
negotiation. This required (fixed by federal or state law)
period of delay follows legal notice of a pending labor
dispute. During this time, there can be neither a strike nor a
lockout
36
Cost-of-Living
| Adjustment
Wage and general benefit increases are affected
by increases in the cost of living as measured by
the Consumer Price Index (CPI). In labor law,
employee wages and benefits can be changed
according to fluctuations in this measurement.
37
Cost-of-Living
| Index
This indicator is a set of measurements
used by the Bureau of Labor Statistics to
track how much consumers are paying
for everyday necessities.
38
Craft
A manual occupation that requires
extensive training and a high
degree of skill.
39
Craft
| Union
A trade union that limits its membership to
workers who are skilled in a particular craft, but
who may work for various employers at different
locations.
40
Discouraged
| Worker
```
An individual of legal
employment age who does not
actively seek employment
because he or she found no
suitable employment options or
were met with lack of success
when applying
```
41
Economic
| Strike
A work stoppage resulting from a dispute over
| wages, hours, or other working conditions.
42
Employment-at-Will
The doctrine that employment may be terminated by either
the employee or the employer at any time and for any
reason, except an illegal one.
43
End
| Run
A negotiation approach whereby a
bargaining agent circumvents one level of
management and approaches a higher
authority with the objective of negotiating
a more advantageous agreement.
44
Exempt
| Employee
The amount a nonmember is compelled
to contribute to a union by a provision in
the collective bargaining agreement.
45
Fact-Finding
```
Investigation of a
labor-management dispute by an
impartial individual, board or panel
having the purpose of discovering
and establishing the facts of an
issue.
```
46
Final Offer
| Arbitration
```
Used to incentivize both parties in a
dispute to make a reasonable offer,
this practice requires both sides to
submit their final offer. After review,
the arbitrator must select the
position of one of the parties and
cannot select a compromise
position.
```
47
Featherbedding
This is the practice of (1) hiring more workers than are
needed to perform a given job or (2) adopting pointless
work procedures merely to employ additional workers. Also
known as “make-work,” this method is usually promoted by
unions even though it can be inefficient or unprofitable for
the employer.
48
Federal
Mediation and
Conciliation
Service
An independent federal agency created in 1947,
which provides mediation services for
private-sector, disputes around the country.
49
Flextime
An alternative work-scheduling system that allows worker to
vary their arrival and departure times without changing
either the overall work requirements or the required number
of total hours employees must work.
50
Free
| Rider
A worker in a bargaining unit who is eligible for
| union membership but does not join the union.
51
Fringe
| Benefits
A collection of benefits provided by an employer to their
| employees in addition to their regular pay.
52
Front-Loaded
The practice of providing a greater wage
increase in the early period of a
multiyear, collective bargaining
agreement than in the later period.
53
Full Crew
| Rule
A regulation stating the minimum number of
workers required for a given operation. Originally
designed as a safety precaution for both workers
and the public, opponents now allege that such
staffing requirements are used to protect workers
in non-essential jobs.
54
General
| Strike
```
A strike action in which a significant
proportion of the total labor force in
a geographic area (city, region or
nation) participates; generally
involves entire communities.
```
55
Good Faith
| Bargaining
```
The duty of negotiating parties (1) to
meet and discuss (2) at reasonable times
(3) with open minds to reach
reconciliation on applicable
disagreements.
```
56
Grandfather
| Clause
A contract provision exempting persons or other
entities already engaged in an activity from rules
or legislation affecting that activity.
57
Grievance
An official statement of
complaint; a real or imagined
wrong or other cause for
complaint or protest.
58
Grievance
| Arbitration
A method of adjudicating a grievance, in which
the grievance is submitted to an arbitrator for a
final and binding resolution of disputes that arise
over the interpretation, administration or alleged
violation of a collective bargaining agreement,
work practice or terms and conditions of
employment.
59
Grievance
| Procedure
The process steps spelled out in a collective
bargaining agreement for the handling of
grievances. The first step usually occurs at the
shop level, where most grievances are settled
60
Hot Cargo
| Provisions
The required process to introduce change in
conditions of employment in a union
environment. Before implementing a change,
management must provide the union reasonable
advance notice of the intended change.
61
Impasse
In negotiation, when two sides are unable to
| reach an agreement and no progress is possible
62
Increments
A series of successive additions to salary,
| provided for in a salary schedule.
63
Industry-wide
| Bargaining
```
A form of multiemployer bargaining
that results in a master agreement
negotiated for all employees in an
industry by one or more unions
representing their workers across
an entire industry.
```
64
Injunction
A court order restraining individuals or groups from
committing acts the court has determined will do irreparable
harm.
65
Initiation
| Fees
A payment to a union required of all new
members or members who have left the
union and want to return.
66
Interest
| Arbitration
This form of arbitration provides a method for resolving
| disputes about the terms to be included in a new contract.
67
International
Labor
Organization
An international body, this specialized agency of
the United Nations is dedicated to improving
labor conditions and living standards worldwide.
68
International
| Union
The national organization of a labor union, so
called because many unions have affiliates in
Canada
69
Job
| Action
A work slowdown, work-to-rule
or other organized action used
by employees as a means of
protest
70
Job
| Security
Generally, the quest to retain
| one’s job.
71
Journeyman
```
A craft worker who has
completed apprenticeship
training and been admitted to
full membership in a craft, but is
not yet a master.
```
72
Judicial
| Review
```
An important part of constitutional
law, this court procedure is used to
determine the legality of decisions
issued by a labor-relations board or
an arbitrator.
```
73
Just
| Cause
The standard that management must adhere to when
| disciplining, discharging or managing an employee.
74
Jurisdictional
| Dispute
A conflict between two or more unions
over (1) the right of their memberships to
perform certain types of work or (2) union
representation.
75
Labor
| Force
The actual number of people available for
work; this group includes both the
employed and the unemployed.
76
Layoff
Temporary discharge or separation from work,
usually due to slack season, shortage of
materials, temporary decline in the market, or
other factors over which the worker has no
control
77
Local
| Union
The organization of a locally-based
trade union organization, which
forms part of a larger union.
78
```
Landrum-Griffin
Act (Labor
Management
Reporting and
Disclosure Act)
```
A federal statute, passed in 1959, designed to rid unions of corruption and to
ensure internal union democracy
79
Lockout
A suspension of work initiated by
the employer as the result of a labor
dispute
80
Maintenance-of-Standards
| Clause
A clause in a labor contract that requires all
existing conditions of employment, except those
specifically changed by the contract, to be
continued during the term of the new contract.
81
Master
| Agreement
A collective bargaining agreement
covering a number of companies and one
or more unions or covering several plants
of a single employer.
82
Maintenance-of-Membership
| Clause
```
A provision in a collective
bargaining agreement requiring
employees to maintain membership
in the union for the duration of the
contract
```
83
Management
| Prerogatives
Employer’s or management’s unqualified-authority to
exercise its discretion in certain areas without discussions
with or the agreement of a union.
84
Med-Arb
A form of arbitration in which the
arbitrator starts as a mediator, but in the
event of an impasse, the arbitrator
imposes a binding decision
85
Mediation
An attempt by a third party, usually a government
official, to bring together the parties to an
industrial dispute.
86
Multiemployer
| Bargaining
Collective bargaining involving
more than one company in a given
industry and resulting in a master
agreement.
87
National Labor
Relations Act
(Wagner Act)
A federal law passed in 1935 that had the effect of generally strengthening
the position of organized labor.
88
National Labor
Relations
Board
The board’s
primary duties are to hold elections to
determine representation and to interpret
and apply the law concerning unfair labor
practices
89
Negotiation
A discussion aimed at reaching an
| agreement.
90
Occupational
Safety and
Health Act
(OSHA) of 1970
A statute developed to assure safe and healthful
| working conditions for men and women.
91
Occupational
Safety and Health
Administration
(OSHA)
```
An agency within the United
States Department of Labor
established by the
Occupational Safety and
Health Act of 1970 to adopt
and enforce workplace safety
and health standards.
```
92
Open
| Shop
```
A shop, factory, or business
establishment in which employees are
not required to join or financially support
a union as a condition of hiring or
continued employment.
```
93
Past
| Practice
A process or action that has been recognized
and accepted by all parties as accepted
behavior.
94
Pattern
| Bargaining
Negotiation in which key terms reached in a
settlement in one company is closely followed by
negotiations in other companies.
95
Permanent
| Umpire
An arbitrator who is selected by both
union and management to serve for a
specified period of time, most often for
the duration of the contract.
96
Portal-to-Portal
| Pay
An employee’s earnings from the time
they step foot on their employer’s
property until they leave at the end of
their workday.
97
Preferential
| Hiring
A policy agreed to by an employer to hire
qualified and available union members
with the understanding that nonunion
workers may be hired without being
required to join the union when the union
cannot supply additional workers.
98
Picketing
A form of protest in which demonstrators gather outside of a place of work
with placards that announce the nature of the dispute in an attempt to
dissuade other workers or customers from going in.
99
Premium
| Pay
A rate of pay that is greater
than the regular rate of pay
because of inconvenience or
unpleasantness.
100
Production
| Worker
```
worker connected directly
with manufacturing or
operational processes in
industry, as contrasted with a
supervisory or clerical workers.
```
101
Productivity
| Bargaining
The process of reaching an agreement
through collective bargaining whereby the
employees of an organization agree to
changes which are intended to improve
productivity in return for an increase in
pay or other benefits.
102
Professional
| Employee
An employee whose work is predominantly
intellectual, who has undergone advanced
specialized training, and whose work requires
the exercise of independent judgment.
103
Quickie
| Strike
A strike action that is not authorized
by a union or that is against the
collective bargaining agreement.
104
Recognition
```
A formal acknowledgment by
an employer that the majority of
his or her employees in a given
bargaining unit want a specific
union to represent them in
collective bargaining.
```
105
Reopening
| Clause
```
A provision in a collective
bargaining agreement stating
circumstances under which
wages and other negotiation
issues can be rediscussed prior
to the term of the contract.
```
106
Representation
| Election
```
A referendum held among
employees in a bargaining
unit to determine by voting
majority what bargaining
agent, if any, will represent
them for collective
bargaining purposes
```
107
Retroactive
| Pay
1. Delayed wage payment for work done
previously at a lower rate. 2. Income due to
workers when a new contract provides for a
wage increase for work completed prior to the
time the contract goes into effect, often dating
back to the expiration of the previous contract.
108
Rights
| Dispute
```
A controversy over the
interpretation, application,
administration or alleged violation of
the terms and conditions of an
existing collective bargaining
agreement.
```
109
Right to
| Work Laws
```
State laws prohibiting union shop,
maintenance-of-membership clauses,
preferential hiring, or any other contract
provisions calling for compulsory union
membership.
```
110
Runaway
| Shop
A practice when a unionized business
moves to another location to escape
union labor regulations or state laws
111
Scab
```
The term used to refer to (1) a
worker who refuses to go on strike
with his co-workers or (2) a worker
who is hired to replace a striking
worker
```
112
Seniority
A measure of an employee’s position or status
as determined by length of continuous
employment.
113
Service
| Worker
A worker whose job is to provide
personal assistance, protective
service, or current maintenance for
buildings and residences
114
Scope of
| Bargaining
deemed appropriate to be negotiated
for a collective bargaining agreement. Most statutes oblige
the parties to negotiate over terms and conditions of
employment, which me
115
Severance
| Pay
Compensation granted to a worker upon
permanent termination of employment. While
there is no requirement in the Fair Labor
Standards Act, it is often based upon length of
employment.
116
Shop
| Committee
```
A body of employees
elected by fellow workers
or appointed by union
officials to represent the
bargaining unit in
considering grievances
and related matters.
```
117
Shop
| Steward
The elected union representative of a group of
workers who acts as the agent of the union in the
workplace and carries out union duties in the
plant or shop
118
Slowdown
```
A deliberate reduction of
output by workers in an
attempt to win
concessions from an
employer.
```
119
Speedup
Speedup An increase in
production without a
compensating increase in
wages to workers;
120
Stretch-Out
A situation in which workers are required to
assume additional work duties, such as tending
more machines, without additional
compensation, and possibly with even less
compensation.
121
Strike
| Benefits
Compensation and benefits offered by a
union to striking workers during a strike
action.
122
Strikebreaker
A person who works despite an
| ongoing strike
123
Strike
| Fund
Money held by a trade union for allocation to
strikers during a strike action that would help to
cover the costs of strike benefits, legal fees, etc.
124
Strike
| Notice
A notice filed with the Federal Mediation and Conciliation
Service or appropriate state agency that the union has
rejected the company’s latest offer and a strike is
impending
125
Take-Home
| Pay
```
The amount of pay the worker
actually receives directly in his
or her check: gross earnings
minus federal and state income
taxes, social security taxes,
health insurance premiums,
and other deductions.
```
126
Time-and-a-Half
| Pay
loyee’s regular pay. The Fair Labor
Standards Act of 1938 made time-and-a-half pay
mandatory for all work performed beyond forty
hours a week b
127
Two-Tier
| Wages
An arrangement whereby compensation
for new hires is substantially below that of
current employees doing the same work.
128
Unfair
Labor
Practice
Conduct on the part of either the union or
management that violates provisions of national
or state labor-relations acts or the collective
bargaining agreement.
129
Union
| Label
An imprint attached to a product
indicating that article was made by union
workers.
130
Union
| Organizer
```
Elected or appointed staff
member of a local union or
international union whose
main function is to recruit
new members under the
organizing model.
```
131
Union
| Shop
The process of establishing a unit of appropriate job titles
| for the purpose of collective bargaining.
132
United States
Department of
Labor (U.S.
DOL)
A unit of the executive branch of the federal
government, this organization is charged with
preparing the American workforce for new and
better jobs, and ensuring the adequacy of
America’s work places.
133
Vesting
```
A strike, quickie strike,
or wildcat strike. Such
strike actions are often
spontaneous and not
sanctioned by unions.
```
134
Whipsaw
| Bargaining
A bargaining technique used in
conjunction with a strike against only one
or a few employers in an industry.
135
Whipsaw
| Strike
A strike technique focusing against only one
employer of a larger group, typically the weakest,
when the union could have struck them all
136
Wildcat
| Strike
A work stoppage
violating the contract
and not authorized by
the union.
137
Wildcat
| Strike
A negotiated stipulation in a labor contract that limits the conditions under
which management may direct the performance of labor
138
Work-to-Rule
nstead of striking, this type of job action
occurs whereby employees perform only
the minimum tasks required of them by
official rules or regulations.
139
Yellow-Dog
| Contract
Sometimes used in the past by management to
try to combat unions, this employment
agreement required workers to promise not to
join a union or promise to resign from a union if
already a member instead of being fired.
140
Zipper
| Clause
A standard provision in a negotiated contract that
attempts to preclude any negotiations of
employment conditions during the life of the
contract.
141
industrial
| Pluralism
The idea that employees and employers ability to negotiate
workplace conditions as co-equals helps to control the
conflict between these two groups.
142
Employer
A legal entity that controls and
directs workers under an express or
implied contract of employment.
143
Employee
A person employed for wages or salary. Even
during times of dispute, a person remains an
employee if he or she is on strike for a contract
or fired as a result of an unfair labor practice.
The following are not employees
144
Supervisor
```
An employee with independent
authority to regulate employees in
their assigned or delegated tasks,
recommend discipline or promotion
activities (hiring, firing, adjusting
grievances, assigning work and
deciding pay increases) for
employees in their department and
administer a labor agreement.
```
145
Salting
A union practice to send out a member to get
hired in a particular job at a non-union company
while concealing his or her union membership.
After the union member is hired, he or she
openly or secretly attempts to organize the work
force. The salt usually violates the company's
rules until he or she gets terminated. The union
then files an unfair labor practice charge alleging
that the company discriminated against the salt
because of his or her union activity.
146
Excelsior
| List
```
A list provided by the employer to the union
within seven days after plans for a union election
have been directed by the National Labor
Relations Board (NLRB
```
147
Agency
| Fee
```
In an agency shop, which
can hire union or nonunion
workers, the nonunion
workers must pay this fee
to cover collective
bargaining costs.
```
148
Certification
| Election
```
The process of determining through
secret ballot the sole and exclusive
bargaining agent of all the employees in
an appropriate bargaining unit for the
purpose of collective bargaining
```
149
Greenfield
| Operation
```
A newly-opened plant in a
location in which no existing
facilities are currently present. It
is usually part of an employer
strategy to avoid unions or
reduce the proportion of
represented employees
```
150
Agency
| Shop
A bargaining unit covered by a union security clause in the collective
bargaining agreement stating that the nonunion employees in the unit must
pay the union a sum equal to union fees and dues as a condition of
continuing employment. The contract does not, however, require nonunion
workers to join the union.
