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HRM Chapter 13
Vocabulary
| Term | Definition |
|---|---|
| Agency shop | An organization that requires employees to pay the equivalent of union dues even if they are not union members. |
| Arbitration | A process in which a neutral third party resolves a dispute by issuing a binding decision; in the context of labor relations, arbitration is generally the last step in the grievance process. |
| Authorization card campaign | A campaign in which employees or labor union representatives seek signatures from employees requesting a vote on union representation. |
| Bargaining unit | A group of employees within an organization who are represented by a particular labor union; these employees generally work in similar jobs and therefore represent a community of interest. |
| Boycott | An organized action in which consumers refuse to purchase goods or services from a company; unions engaged in labor disputes may support boycotts of the companies involved in the disputes. |
| Closed shop | An organization that hires only workers who belong to a certain union. |
| Collective bargaining | The process in which labor unions and employers negotiate contracts defining the terms and conditions under which union members will work. |
| Decertification election | An election to remove a union's authorization to represent employees. |
| Distributive issues | Issues, such as distribution of rewards and benefits, whose resolution provides value to one party at the expense of the other party. |
| Featherbedding | A practice in which a union requires a company to pay employees wages for work that is not performed; defined as an unfair labor practice. |
| Grievance | A complaint filed by an employee who perceives that he or she has been unfairly treated by an organization. |
| Illegal bargaining topics | Issues, such as planning to engage in race or gender discrimination, that are prohibited from being discussed as part of collective bargaining. |
| Integrative issues | Issues, such as safety improvement, whose resolution can provide more value to both parties. |
| Labor relations | The dealings that result from interactions between a labor union and an employer. |
| Labor union | An organization representing the collective interests of workers. |
| Landrum Griffin Act | A federal law passed in 1959 to prevent corruption and regulate internal union affairs; formally known as the Labor Management Reporting and Disclosure Act. |
| Lockout | An action in which an employer closes a workplace or otherwise prevents union members from working as a result of a labor dispute. |
| Mandatory bargaining topics | Issues, such as wages, hours, and working conditions, that must be discussed as part of collective bargaining. |
| Mediation | A process in which a neutral third party attempts to help the parties reach an agreement but does not issue a binding decision to resolve the dispute. |
| Mediation 2 | in the context of labor relations, mediation is sometimes available as part of the grievance resolution process. |
| National Labor Relations Board (NLRB) | A board of five members appointed by the President of the United States to enforce the Wagner Act. |
| Open shop | An organization that does not require employees to affiliate with or pay dues to the union elected to represent the organization's employees. |
| Permissive bargaining topics | Issues, such as employee involvement and strategic direction, that are not required but are allowed to be discussed as part of collective bargaining. |
| Railway Labor Act (RLA) | A federal law passed in 1926 to regulate relationships between railroad companies and unions. |
| Right to work laws | State laws that require open shop labor agreements. |
| Secondary boycott | A boycott by unionized employees that is meant to pressure a company not to purchase goods and services from another company that is engaged in a labor dispute with a union; defined as an unfair labor practice. |
| Strike | An action in which union members refuse to perform their job duties as a result of a labor dispute. |
| Taft Hartley Act | A federal law passed in 1947 that regulates union activities and requires unions to bargain in good faith; formally known as the Labor–Management Relations Act. |
| Unfair labor practices | Labor practices on the part of employers or unions that are prohibited by federal law. |
| Union shop | An organization that requires workers to join a union as soon as they are hired. |
| Union steward | A representative of the union who acts as an advocate for employees. |
| Wagner Act | A federal law passed in 1935 that created the National Labor Relations Board and provided employees with the express right to organize unions; formally known as the National Labor Relations Act. |
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