人力資源管理雙語教學(xué)課件09勞動關(guān)系

PrenticeHall?2003Chapter9

ManagingLaborRelationsandCollectiveBargainingPrenticeHall?2003Whenyoufinishstudyingthischapter,youshouldbeableto:

Discussthenatureofthemajorfederallaborrelationslaws.Describetheprocessofauniondriveandelection.DiscussthemainstepsinthecollectivebargainingprocessPrenticeHall?2003WhyDoWorkersOrganize?Workers’beliefthatitisonlythroughunitythattheycangettheirfairshareofthepieOftenmeansthatlowmorale,fearofjobloss,andpoorcommunicationfosterunionizationPrenticeHall?2003WhatDoUnionsWant?UnionsecurityImproved

benefitsImprovedhoursImprovedwagesPrenticeHall?2003UnionSecurity

Closedshop-CompanycanhireonlyunionmembersUnionshop-CompanycanhirenonunionpeoplebuttheymustjointheunionAgencyshop-EmployeeswhodonotbelongtotheunionmuststillpayunionduesPrenticeHall?2003UnionSecurityOpenshop-uptotheworkerswhethertheyjointheunionMaintenanceofmembershiparrangement

PrenticeHall?2003Righttowork-usedtodescribestateprovisionsbanningtherequirementofunionmembershipasaconditionofemploymentPrenticeHall?2003AmericanFederationofLaborandCongressofIndustrialOrganizations(AFL-CIO)-voluntaryfederationofabout100nationalandinternationallaborunionsintheUnitedStatesPrenticeHall?2003UNIONSANDTHELAWUntilabout1930,Employersdidn’thavetoengageincollectivebargainingwithemployeesandwerevirtuallyunrestrainedintheirbehaviortowardunionsPrenticeHall?2003PeriodofStrongEncouragement:TheNorris-LaGuardiaAct(1932)

andtheNationalLaborRelationsAct(1935)PrenticeHall?2003Norris-LaGuardiaAct-guaranteedtoeachemployeetherighttobargaincollectivelyfreefrominterference,restraint,orcoercionPrenticeHall?2003NationalLaborRelationsAct

(WagnerAct)-bannedcertainunfairlaborpractices,providedforsecret-ballotelectionsandmajorityrulefordeterminingwhetherafirm’semployeesweretounionize,andcreatedtheNationalLaborRelationsBoard(NLRB)forenforcingthesetwoprovisions.PrenticeHall?2003UnfairEmployerLaborPractices

Interferewith,restrain,orcoerceemployees”inexercisingtheirlegallysanctionedrightofself-organizationDominateorinterferewitheithertheformationortheadministrationoflaborunionsDiscriminatinginanywayagainstemployeesfortheirlegalunionactivities.PrenticeHall?2003UnfairEmployerLaborPracticesDischargeordiscriminateagainstemployeessimplybecausethelatterfileunfairpracticechargesRefusetobargaincollectivelyPrenticeHall?2003Taft-Hartley(orLaborManagementRelations)ActamendedtheWagnerActlimitingunionsby:prohibitingunfairunionlaborpracticesenumeratingtherightsofemployeesasunionmembersenumeratingtherightsofemployersallowingthepresidentoftheUnitedStatestotemporarilybarnationalemergencystrikes.PrenticeHall?2003UnfairUnionLaborPractices

Unionswerebannedfrom:restrainingorcoercingemployeesfromexercisingtheirguaranteedbargainingrightscausinganemployertodiscriminateinanywayagainstanemployeeinordertoencourageordiscouragehisorhermembershipinaunionrefusingtobargainingoodfaithwiththeemployeraboutwages,hours,andotheremploymentconditionsPrenticeHall?2003Taft-HartleyActProtectedtherightsofemployeesagainsttheirunionsRight-to-worklaws-outlawedlaborcontractsthatmadeunionmembershipaconditionforkeepingone’sjob.Gaveemployerscertainrights-fullfreedomtoexpresstheirviewsconcerningunionorganization.PrenticeHall?2003PeriodofDetailedRegulationofInternalUnionAffairs:

TheLandrum-GriffinAct(1959)PrenticeHall?2003Landrum-GriffinAct(officially,theLaborManagementReportingandDisclosureAct)-aimofthisactwastoprotectunionmembersfrompossiblewrongdoingonthepartoftheirunionsPrenticeHall?2003Landrum-GriffinActProvidesforcertainrightsinthenominationofcandidatesforunionoffice.Affirmsamember’srighttosuehisorherunionEnsuresthatnomembercanbefinedorsuspendedwithoutdueprocessLaidoutrulesregardingunionelectionsPrenticeHall?2003InitialcontactAuthorizationcardsHearingCampaignElectionUNIONDRIVEANDELECTIONFivebasicstepsPrenticeHall?2003Step1:InitialContactUniondeterminestheemployees’interestinorganizing,andanorganizingcommitteeisestablishedPrenticeHall?2003Unionsaltingreferstoaunionorganizingtacticbywhichworkerswhoareinfactemployedfull-timebyaunionasundercoverunionorganizersarehiredbyunwittingemployersPrenticeHall?2003Step2:AuthorizationCardsFortheuniontopetitiontheNLRBfortherighttoholdanelection,itmustshowthatasizablenumberofemployeesmaybeinterestedinbeingorganized.ThirtypercentoftheeligibleemployeesinanappropriatebargainingunitmustsignbeforeanelectioncanbepetitionedPrenticeHall?2003Step3:TheHearingEmployermaycontesttheunion’sright,inwhichcaseitcaninsistonahearingConsentelection

Bargainingunit-groupofemployeesthattheunionwillbeauthorizedtorepresentandbargainforcollectively

PrenticeHall?2003Step4:TheCampaignTheunionandemployerappealtoemployeesfortheirvotes.PrenticeHall?2003RulesRegardingLiteratureandSolicitation

Non-employeescanalwaysbebarredfromsolicitingemployeesduringtheirworktimeMostemployerscanbarnon-employeesfromthebuilding’sinteriorsandworkareasasarightofprivatepropertyownersPrenticeHall?2003Step5:TheElectionSecretballot.TheNLRBprovidestheballotsaswellasthevotingboothandballotbox.Italsocountsthevotesandcertifiestheresultsoftheelection.

PrenticeHall?2003DecertificationElectionslegallyterminatetheunion’srighttorepresentthemPrenticeHall?2003WhatIsCollectiveBargainingManagementandlaborarerequiredbylawtonegotiatewages,hours,andtermsandconditionsofemploymentin“goodfaith”Goodfaithbargaining-bothpartiescommunicateandnegotiateproposalsarematchedwithcounterproposalsandthatbothpartiesmakeeveryreasonableefforttoarriveatanagreementPrenticeHall?2003WhenIsBargainingNotinGoodFaith?

Surfacebargaining

Concession.

Proposalsanddemands

Bypassingtherepresentative

Dilatorytactics

Imposingconditions

Unilateralchangesinconditions

PrenticeHall?2003Voluntary

bargainingitems-becomeapartofnegotiationsonlythroughthejointagreementofbothmanagementandunionIllegalbargainingitems

Mandatorybargainingitems-includewages,hours,restperiods,layoffs,transfers,benefits,andseverancepayPrenticeHall?2003BargainingStagesFirst-eachsidepresentsitsdemandsSecond-reductionofdemandsThird-subcommitteestudiesFourth-partiesreachaninformalsettlementFinally-thepartiesfine-tuneandsignaformalagreementPrenticeHall?2003Impasse-occurswhenthepartiesareunabletomovefurthertowardsettlementPrenticeHall?2003Third-PartyInvolvementMediationArbitrationFact-findingPrenticeHall?2003Mediation-neutralthirdpartytriestoassisttheprincipalsinreachingagreement.PrenticeHall?2003Afact-finder-neutralpartywhostudiestheissuesinadisputeandmakesapublicrecommendationofwhatareasonablesettlementoughttobe.PrenticeHall?2003ArbitratormayhavethepowertodecideanddictatesettlementtermBindingarbitration-bothpartiesarecommittedtoacceptingthearbitrator’sawardPrenticeHall?2003Strikes

-withdrawaloflaborEconomicstrikeresultsfromafailuretoagreeonthetermsofacontractUnfairlaborpracticestrikesprotestillegalconductbytheemployerWildcatstrikeisanunauthorizedstrikeoccurringduringthetermofacontractSympathystrikeoccurswhenoneunionstrikesinsupportofthestrikeofanotherPrenticeHall?2003Corporatecampaign-organizedeffortbytheunionthatexertspressureonthecorporationbypressuringthecompany’sotherunions,shareholde