Full text loading...
Chapter 19 : Labor Relations
This chapter describes the legal framework for labor relations activities. Current labor law supports two major objectives. First, it supports stability through collective bargaining and defined dispute resolution. Second, it tends to equalize the balance of bargaining power between employees and management. The National Labor Relations Board (NLRB) resolves disputes about what constitutes an appropriate employee bargaining unit, one in which the employees have a community of interests, including workplace conditions and concerns. The chapter explains and describes the reasons why employees seek union representation. Although there may be a number of reasons why employees decide to join unions, generally these reasons can be categorized as (i) personal, (ii) related to the social environment, and (iii) the image of the union. The chapter discusses the union organizing campaign and the “dos and don’ts” for the union and management. The first step in the process of gaining union representation is the organizing campaign. The union must specify in its petition exactly which occupational groups it seeks to represent; this specification begins the process of defining the bargaining unit. The chapter talks about the election process and the collective bargaining process. The negotiating process addresses many issues, such as (i) establishing work rules, (ii) selecting the form and mix of employee compensation, (iii) providing uniformity among competitors, and (iv) setting priorities for both labor and management. Finally, the chapter explains the concept of unfair labor practices.