Chapter 14

Copyright © 2004 by South-Western, a division of Thomson Learning, Inc. All rights reserved.

Chapter 14

LABOR MANAGEMENT RELATIONS

Copyright © 2004 by South-Western, a division of Thomson Learning, Inc. All rights reserved.8-2

Management Options in Labor Relations

1. Solve labor related problems as they occur

2. Treat employees fairly; and

3. Let employees find ways to solve their labor-related problems.


Why do employees form and join unions?

1. Collective bargaining with the employer.

2. Self-preservation and protection3. To belong to a group that will help

them secure entitlements provided by law;

4. Protect themselves from human rights abuse of employers.


Types of Labor UnionsCraft or trade unions

(workers engaged in particular trade)

Industrial union (employed)


ORGANIZING A UNIONSTEPS:1. Employee/union contact2. Initial organizational

meeting3. Formation of in-house

organizing committee4. Election and voting

preparation5. Contract negotiations


Local labor union

Independent union

National union

ORGANIZATIONAL LEVELS OF UNIONS

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COVER SPECIFIC CONCERNS1. Pre-employment2. Human resource development3. Condition of employment4. Health, safety, social welfare benefits5. Labor relations6. Post employment

LABOR LEGISLATION


PROVISIONS1. Policy and definitions2. NLRC3. Bureau of Labor Relations4. Labor organization5. coverage6. Unfair labor practice7. Collective bargaining and administration

agreement8. A grievance machinery and voluntary

arbitration9. Strikes and lockouts and foreign involvement

in trade union10.Special provision

LABOR LEGISLATION


Collective BargainingThe negotiation, administration, and

interpretation of a written agreement between labor and the management that cover a specific time frame

PROCESS:1. Negotiating a collective

bargaining agreement (CBA)

2. Administering the CBA


NEGOTIATINGPart of collective bargaining wherein both

sides attempt to make each other agree to certain terms and conditions of employment

STEPS:1. Preparing for collective

bargaining.2. Establishing a bargaining

agenda3. Choosing a bargaining

strategy.


NEGOTIATINGSTEPS:1. Preparing for collective bargaining.

• Collective bargaining experience• Temperament• Sense of humor• Approachability for off-the-record discussion• Honesty and the reliability of his or her word

2. Establishing a bargaining agenda• Wages• Hours of work• Other terms and conditions of employment

3. Choosing a bargaining strategy.


1. Distribution bargaining Adapt confrontational attitudes

2. Integrative bargaining Agrees to a solution No loser in this strategy

3. Concession bargaining Freedom in changing work rules

TYPES OF BARGAINING STRATEGIES


1. Strike Economic strike Jurisdictional strike Wildcat strike

2. Pickets Recognition picketing Informational picketing Product or consumer picketing

3. Boycotts Primary boycott Secondary boycott

PRESSURES USED IN COLLECTIVE BARGAINING

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1. Lockouts To force union stop harassing the employer Accept conditions set by management Prevent work slowdowns Prevent damage to property Prevent violence in the premises

2. Strikebreakers People are hired to replace strikers

3. Employer’s association

PRESSURES USED BY THE EMPLOYER

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ALTERNATIVES TO PRESSURE TACTICS1. Mediation2. Fact-finding3. Arbitration

What are the Contents of CBA?


ADMINISTERING CBA

1. Information dissemination2. Contract implementation3. Contract interpretation and

grievance resolution4. Monitoring


Thank YouGive instruction to a wise

man, and he will be still wiser;

teach a righteous man, and he will increase in learning.

Chapter 14

Documents

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types of labor unionscraft

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conditions of employment

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