HMGT4150 - Chapter 11
Terms
undefined, object
copy deck
- 1. Describe the bargaining process and the bargaining goals and strategies of a union and an employer.
-
*Each side will prepare a list of goals it wishes to achieve while additionally trying to anticipate the goals desired by the other side.
*Both employer and union negotiators will be sensitive to current bargaining patterns within the industry, general cost-of-living trends, and geographical wage differentials.
*The collective-bargaining process includes not only the actual negotiations but also the power tactics used to support negotiating demands - 2. Describe the forms of bargaining power that a union and an employer may utilize to enforce their bargaining demands.
-
*The union's power in collective bargaining comes from its ability to picket/ strike, or boycott the employer.
*The employer's power during negotiations comes from its ability to lock out employees or to operate during a strike by using managerial or replacement employees. - 3. Cite the principal methods by whicb bargaining deadlocks may be resolved.
- *Mediation is the principal way of resolving negotiating deadlocks. *Interest arbitration is employed to finalize the collective agreement. *Interest arbitration is often used in the public sector, where unions are Largely prohibited from striking.
- 4. Give 3 examples of current collective-bargaining trends.
-
*More cooperative labour-management endeavours.
*Attitudes of less-adversarial collective bargaining.
* A restructuring of attitudes by both managers and union officials and members - 5. Identify the major provisions of a collective agreement and describe the issue of management rights.
-
*Typical collective agreements will contain numerous provisions governing the labour-management employment relationship.
*Major areas of interest concern wages rates of pay, overtime differentials, holiday pay, hours (shift times, days of work), and working conditions (safety issues, performance standards, retraining].
*Management rights refers to the supremacy of management's authority in all issues except those shared with the union through the collective agreement. - 6. Describe a typical grievance procedure.
-
* The procedure will consist of three to five steps-each step having specific filing and reply times. *Higher-level managers and union officials will become involved in disputes at the higher steps of the grievance procedure.
*The final step of the grievance procedure may be arbitration. *Arbitrators render a final decision for problems not resolved at lower grievance steps. -
8. collective bargaining process
388 - *Process of negotiating a collective agreement, including use of economic pressures by both parties
-
9. pattern bargaining
391 - *Bargaining in which unions negotiate provisions covering wages and other benefits that are similar other agreements existing within the industry or region
-
10. bargaining zone
393 - *Area within which the union and the employer are willing to concede when bargaining
-
11. strike
394 - *situation in which unionized workers refuse to perform their work
-
12. boyCott
395 - *Union tactic to encourage others to refuse to patronize an employer
-
13. lockout
396 - *Strategy by which the employer denies employees the opportunity to work by closing its operations
-
14. mediator
397 - *Third party in a labour dispute who meets with one party and then the other in order to suggest compromise solutions or to recommend concessions from each side that will lead to an agreement
-
15. arbitrator
398 - *Third-party neutral who resolves a labour dispute by issuing a final decision in an agreement
-
16. interest arbitration
398 - *Binding determination of a collective-bargaining agreement by an arbitrator
-
17. rights arbitration
398 - *Binding determination of a complaint (grievance) that Something in the collective agreement has been violated
-
18. residual rights
403 - *Concept that management's authority is supreme in all matters except those it has expressly conceded to the union in the collective agreement
-
19. defined rights
403 - *Concept that management's authority should be expressly defined and clarified in the collective agreement
-
20. grievance procedure
405 - *Formal procedure that provides for the union to represent members and nonmember in processing a grievance
-
21. grievance resolution
408 - *Process in which a neutral third party assists in the resolution of an employee grievance
-
22. expedited arbitration
411 - *An agreement to bypass some steps in the grievance process
-
23. submission to arbitrate
413 - *Statement that describes the issues to be resolved through arbitration
-
24. arbitration award
414 - *Final and binding award issued an arbitrator in a labour-management dispute
- 7. Explain the basis for arbitration awards.
-
*The wording of the collective agreement.
* Testimony and evidence offered during the hearing, including how the parties have interpreted the collective agreement.
*Arbitration criteria against which cases are judged.
*In discipline cases arbitrators will look at whether the offense actually occurred and whether the penalty imposed was appropriate.