Industrial Relations

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Pre-Revolutionary America: Agricultural, little diversification in economy
First labor unions of craftspeople: 1790's -- trade societies
Federal Society of Cordwainers: 1792 -- CW's committedd to work only for a specific wage for any employer
1830's there was a growth in american factory systems: Influx of immigrants and Growth of large national corporations provided impetus to unionize
1830's (impetus to unionize): factory system began to emerge, Businesses grew larger, mechanical power, workers separated from masters, competition from immigrants
National Labor Union (NLU): 1866 -- skilled and unskilled, advocated creation of local unions and reforms to help workers, Violence was common
Haymarekt Square Riot: 1886 -- strike for 8 hour work day, Chicago police, deaths of 4 strikers, bomb at police, police opened fire
Knights of Labor: 1869 -- skilled and unskilled, Terrence powderly president, Blamed for Haymarket Square, was turned to for a national union
American Federation of Labor (AFL): 1886 - autonomous national craft unions, Samuel Gompers (cigarmakers union)
Policies of AFL: emphasis on economic or industrial action instead of political, promote collective bargaining, support for political parties in support of labor
Pullman Strike: 1894 -- American Railway Union, mailcars were added to trains --> brought in fed troops, Sherman Antitrust Act
Sherman Antitrust Act: Makes labor conspiracy an illegal restraint of trade
Eugene Debs: Founder of American Railway Union, recognized government support of employers, Socialist Party's candidate for pres 5 times
Industrial Workers of the World (IWW): 1905 -- Wobblies, Western Federation of Miners (become one large industrial union, overthrow capitalism), highly publicized strikes
Congress of Industrial Unions (CIO): 1935 -- unskilled workers, John L. Lewis 1 president, african-american, female and immigrant workers, compete with AFL, Merged with AFL in 1955
Early Judicial Regulation: combinatino of workers to raise wages was illegal, strikes deprived others of property, illegal to conspire to impoverish another, etc⬦
Calyton Act: 1914 -- limited courts power over unions, labor was not a commodity, labor organizations were not illegal, LARGELY INNEFECTIVE
National War Labor Board: during WWI to prevent labor disputes during, substituted settlements based on mediation, Self organization and collective bargaining became public policy
Railway Labor Act: 1926 -- collective bargaining on interstate railroads, peaceful settlement, constitutional, included airline industry in 1936⬦ "cooling off period"
Davis Bacon Act: 1931 -- construction contractors on fedarl projects are required to pay prevailing wages
Walsh-Healey Act: 1936 -- fed. Contractors are required to pay time and a half for more than 8 hours of work per day
Fair Labor Standards Act: 1938 -- Minimum wage, 40 hour workweek, abolished child labor under 16
Norris-La Guardia Act: 1932 -- first attempt at national labor policy, restricted fed. Judiciary intervention, no "yellow dog"
National Labor Relations Act (Wagner Act): 1935 -- private employees the right, defined employer unfair labor practices, Created NLRB, upheld in Jones vs. Laughlin Steel Corporation
employer unfair labor practices (NLRA): interfering with employees rights, refusal to bargain, discrimination against union employees, dominate unions
National Labor Relations Board: Members appointed by the president, power to enforce the act
Labor Management Relations Act (Taft-Heartly): 1947 -- workers right not to organize, defined union unfair practices, restrictions on strike activities, right-to-work laws
Labor-Management Reporting and Disclosure (Landrum-Griffin Act): 1959 -- limited certain union actions, controls on union funds, requirements of constitutions and bylaws, right to bring suit against the union
Wagaoner Act (public employees): Did not guarantee right to public employees
Pendleton Act: 1873 -- 3-member civil service (promotion, contributions to political campaigns, congress control of wages, hours and working conditions of fed. Employees.
Hatch Act: 1939 -- limited political activities of pub emp, deterred unions from fed emp,
Sovereignty Doctrine: Government must be able to exercise it's power, collective bargaining "incorrectly" seen as a threat to SD
John F. Kennedy (EE 10988): framework for labor-management, right to strike denined, dispute resolution -->agency heads
Civil Service Reform Act: 1978 -- Est. FLR Authority, provides assistance in resolving negotiations
Will Clinton (EE 12871): 1993 -- Est. N. Partnership Council to advise president, change way unions & mgrs reach decisions
State and Local Laws: 2/3 of states to grand collective bargaining, usually wages, hours and terms of employment, limit to right to strike
Conditions in 1935: oppresive (terror)
Unions highest numbers in: 1954-1978
Scientific Management: work environments to accommodate workers with limited industrial experience
Frederick Taylor and Henry Ford: Fractionalization of Work, "one best way", dividing workforce, protecting process from the worker
US industries rebounded in the: 1990's
Japanese Competition: by 1970's J products exceeted US. --> team assembly plants, quality control, automation JIT
Foreign Owned Automobile plants & Unions: Foreign owned have remained non-union
High-Technology: Very hard to convince to join a union
New United Motor Manufacturing Inc.: 1962 GM sucked, closed 1982, Reopened w/ toyota 1983 prospered, 85% of workers same union workers
NUMMI (Training): Cont. Improvement, superior quality, JIT, Teamwork, Union-management relations
NUMMI (Factors): Fewer Job Classifications, Fewer Supervisors, Work Teams
Beirsdorf, INC Sewing Plant 1996: almost overseas, had to save 6 million, saved 10 by staying
Quality of Working Life: programs increase employees satisfaction, channels for workers and mgmt. reduce conflict
Quality Circles: working on solutions to present to management
Groups are used to enhance synergy: decision making, problem solving creativity
Self-managed teams: rotate among jobs including supervisory positions
Special Project Teams: Combines people from different functinoal areas
Problem Solving Teams: Analyze recommend and implement solutinos
NLRB response to teams: Generally seen as illegal must be a "labor organization" if employer dominates
What makes a labor organization?: "deals with" grievances, labor disputes, wages, work rules, hours of employment
Electromation Case: illegally dominated by employer, Teamsters, workers and employers pay, absenteeism, and bonus programs
Du Pont Case: NLRB du Pont dismantle committees on safety and recreation "brainstorming" if workers -- majority managers--minority
Teamwork for Employees and Managers Act 1996: Vetoed by Clinton, would have allowed for workplace teams as long as not exclusive bargaining organizations
Public Sector (Now): National Education Union was largest
Professional Workers (Now): resistance to unions my be weakening (heath care)
Immigrant Workers (Now): fastest growing working class
Sherman Antitrust Act and sports: exception to Sherman Antitrust act
Baseball and Unions: Major League Baseball Players Association
Football and Unions: National Football League Players Association, less turbulent then baseball, free agency in 1993
Basketball and Unions: NBPA, free agency in 1981
Hockey And Unions: arbitrated, NHLPA. Free agency
Terms of employment: Individual Jobs rights, price of labor, Work Rules
individual job rights: seniority, disciplinary procedures, promotion and layoff procedures
the price of labor: wages and benefits
work rules: hours of work, job classifications, work practices
NLRA: minimize industrial strife, 5-member board
NLRA covered rights: self-organization, bargain collectively, etc..
Workers not covered by the NLRA: agrigultural, domestic servants, employed by spouse or parent, independent contractors, supervisors, those by Railway Labor Act, US gov. employees Reserve bank, states or subdevisions
Appropriate bargaining unit: Community of interest, history of bargaining, desire of employees, prior union organization, relationship in organizational structure
Public Sector bargaining unit: must be determined by the Federal Labor Relations Authority
Public Sector Supervisors: often included in bargaining unit
Independet unions: right to organize
Election Procedure: Representation petition, investigation, Secret Ballot Election, Certification of Election Results
Election Bar Rule: board will not entertain petitions from rivals seeking certification for that union within a year
Contract Bar Rule: board will not entertain petitions from rivals within the first three years if a contract is in effect.
Voluntary recognition: employer can voluntarily recognize a union
NLRB directed recognition: NLRB can appoint a union
Decertification elections: only employees, employer cannot aid, 20% of recent elections unions have lost 75% of the time
Union Security: ability to perform without interference from management or other sources
Closed Shop: required to hire only union members
Open Shop: No employee is required to join or contribute money to a labor organization as a requirement
Union Shop: Employee must join the union to continue the job
Union Hiring Hall: Employer is required to hire employees referred by the union, must not require membership before 7th day of employment
Agency Shop: Employee is required to contribute a sum equal to membership dues to the union, but is not required to join the union
Maintenance of Membership: Requires union members at contract time to remain members for duration
Check-off: Employer agrees to withold dues
Right to work: 2002 Oklahoma became right to work
Duty of fair representation: to all, without hostility or arbitrary descrimination
Lechmere case: employer cannot bar union access to employees
E-mail solicitation: Much similar to oral solicitation in the workplace
TIPS (don'ts): Threaten, Interrogate, Promise, Spy
FORE (Do): Facts, Opinion, Rules, Experience
Bulwarism: employer anticipates demands, says it's final offer
Unfair Labor Practices in Public sector: Federal Labor Relations Authority is same as NLRB in public sector
Mandatory Subjects: Wages, hours, benefits, employee security, union security, drug testing, subcontracting
Permissive Subjects: preferential hiring, retiree issues, scope of bargaining unit, Additional parties to the contract, settlement, prices in cafeteria, plant closings
Illegal Subjects: Featherbedding, Whistleblowing, Unlawful descrimination, Interfering with union affairs or officials, Closed Shop, Hot Cargo clauses.
Distributive Bargaining: Win/Lose
Interest Based Bargaining: Win/Win
Collective Bargaining by Objectives: adaptation of management by objectives
Pressure Bargaining: If it costs more to disagree than agree, the party will agree
Interest Arbitration: Arbitrator makes a final and binding decision
Final Offer Arbitration: Both parties submit their final offer and arbitrator selects one
Rolling Striek: have one plant close at a time
Illegal Strikes: Sit down strikes, Wildcat Strikes, Partial Strike, Sickout
Deferred Wage Increases: fixed rate increases per year in a contract
Two Teir: Higher for current employees, lower for future
Lump Sum Payments: Instead of increase in pay
Productivity Theory: Employees should share in increased profits
Ability to pay: Wage rates are made in present, not known for the future
Job Evaluation: Does not include performance appraisal, relative worth
Roll-up: Benefits that increase as hours worked increases

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Deck Info

Number of cards 118