Chapter 16. SUPERVISION and LABOR. Chapter outcomes. Define union. Discuss the effect the Wagner and Taft-Hartley Acts had on labor-management relations. Describe the union-organizing process. Describe the components of collective bargaining.
Chapter 16 SUPERVISION and LABOR
Chapter outcomes Define union. Discuss the effect the Wagner and Taft-Hartley Acts had on labor-management relations. Describe the union-organizing process. Describe the components of collective bargaining. Identify the steps in the collective bargaining process. Explain the various types of union security arrangements. Describe the role of a grievance procedure in collective bargaining. Identify the various impasse resolution techniques.
Labor relations All activities within a company that involve dealing with a union and its members 12% of the private sector are unionized Two main effects of unionization: Major industries such as automobile, steel, electrical manufacturers, and transportation are unionized and have a major effect on the economy. Gains made by unions often spill over into other nonunionized sectors of the economy.
EXHIBIT 16–1 Union membership by industry concentration. Source: Adapted from Bureau of Labor Statistics, “Table 3. Union Affiliation of Employed Wage and Salary Workers by Occupation,” January 27, 2005, www.bls.gov/news.release/union2.t03.htm
Why employees join unions Higher wages and benefits Greater job security Influence on work rules Compulsory membership Being upset with the supervisor
EXHIBIT 16-2 Union security arrangements (and related elements).
Labor legislation The Wagner Act The National Labor Relations Act, 1935 “Bill of rights” for unions Established the National Labor Relations Board (NLRB) Outlined unfair labor practices The Taft-Hartley Act The Labor-Management Relations Act, 1947 Amended the Wagner Act Created the Federal Mediation and Conciliation Service (FMCS) Declared the “closed shop” illegal
Other labor legislation Landrum-Griffin Act, 1959 Labor and Management Reporting and Disclosure Act Addressed corruption and misuse of union funds Racketeering Influenced and Corrupt Organizations Act (RICO), 1970 Seeks to eliminate influence of organized crime on unions
EXHIBIT 16–3 The labor relations process.
Guidelines for supervisors during a unionizing drive Remain neutral in responses to questions about your opinion on unionization. If contacted by union representatives or employees do not look at any materials they attempt to give you. Prohibit union-organizing activities in the workplace during work hours only if they interfere with work operations. Prohibit outside union organizers from distributing information in the workplace.
Guidelines (continued) Do not prohibit employees from distributing information during breaks and lunch periods. Do not discriminate against any employee involved in the unionization process. Lookout for union efforts to coerce employees to join and report it to HR.
TIPS for supervisors TIPS reminds supervisors not to: T-Threaten I-Interrogate P-Promise S-Spy
EXHIBIT 16–4 The collective bargaining process.
EXHIBIT 16–5 A typical grievance procedure.
When agreement cannot be reached… Strikes Economic strike Wildcat strike Lockout Impasse Resolution Techniques: Conciliation and mediation Fact finding Interest arbitration
Supervisor’s steps in resolving a grievance Listen to the employee’s complaint Investigate to get the facts Make your decision and explain it clearly Keep records and documents Be prepared for appeals