MGMT 3860 FINAL EXAM QUESTIONS AND ANSWERS WITH
COMPLETE SOLUTIONS VERIFIED
exclusive representation
one and only union in a given job territory, selected by majority vote
-one of the 6 fundamental features of the US industrial relations system
labor union
a group of workers who join together to influence the nature of their employment
conspiracy doctrine
a claim by employers that employees are conspiring against them in restraint of trade
(i.e. striking for higher wages)
sit-down strike
one in which workers refuse to leave premises until employers agree to meet their
demands for recognition
change to win
a federation of 4 US labor unions that represent about 5.5 million workers.
was created after AFL-CIO 50th anniversary where there was a decline in membership,
formed in 2005
secondary boycott
occurs when a union appeals to firms or other unions to stop doing business with an
employer who sells or handles a struck product.
free-speech clause
,specifies that management has the right to express its opinion about unions or unionism
to employees, provided that it does not threaten or promise favors to employees to
obtain antiunion actions
authorization cards
cards, signed by employees, that designate the union as the employee's exclusive
representative in bargaining with management.
-may be signed on company premises but not during working time
-organizing drive continues until 30% of cards are signed
card check
if 50% of cards are signed, union will ask management directly for right to exclusive
representation
bargaining unit
the group of employees eligible to vote in the representation election
-the larger the bargaining unit, the harder it is for union to win
-if bargaining unit contains several hundred employees, the unit is almost invulnerable
community of interest
conditions workers must agree on: wages, working conditions, hours, physical proximity
of employees, etc
-guided by the NLRB
-professional workers cannot be forced into a bargaining unit with nonprofessionals
without their majority consent
secret ballot election
,an election supervised by the National Labor Relations Board (NLRB), in which each
eligible member of the bargaining unit casts a secret ballot for or against union
representation, if management does not agree, delay can last up to 5 years
exclusive bargaining representative
in a union representation election, if a union receives a majority of the ballots cast, that
union is certified as the sole representative of all employees in the bargaining unit
decertification
revocation of a union's status as the exclusive bargaining agent for the workers
-most likely to occur the first year or so after certification, unions insist on multi-year
contracts
page 13-15
distributive bargaining
in negotiations, the bargaining posture that assumes that the goals of the parties are
irreconcilable; also known as win-lose bargaining
page 13-16
integrative bargaining
in negotiations, the bargaining posture that assumes that the goals of the of the parties
are not mutually exclusive, that it is possible for both sides to achieve their objectives;
also known as win-win bargaining
page 13-16
unfair labor practice strike
, strikes that are caused or prolonged by unfair labor practices of the employer
-highest degree of protection, entitled reinstatement
page 13-18
economic strike
actions by a union of withdrawing its labor in support of bargaining demands, including
those for recognition or organization
-limited rights for reinstatement
page 13-18
unprotected strike
both lawful and unlawful work stoppages, such as sit-down strikes, slowdowns, partial
walkouts and wildcat strikes, in which participants' jobs are not protected by law; thus
the participants may be discharged by their employer
page 13-18
sympathy strike
refusals by employees of one bargaining unit to cross a picket line of a different
bargaining unit
-strikes in support of other workers on strike, rights depends on the legal status of the
strike.
page 13-18
lockout
the shutting down of plant operations by management when contract negotiations fail.
-it is legal for a company to hire temporary replacements for their locked out members.
-the use of permanent replacements (without consulting the union) is not permissible
COMPLETE SOLUTIONS VERIFIED
exclusive representation
one and only union in a given job territory, selected by majority vote
-one of the 6 fundamental features of the US industrial relations system
labor union
a group of workers who join together to influence the nature of their employment
conspiracy doctrine
a claim by employers that employees are conspiring against them in restraint of trade
(i.e. striking for higher wages)
sit-down strike
one in which workers refuse to leave premises until employers agree to meet their
demands for recognition
change to win
a federation of 4 US labor unions that represent about 5.5 million workers.
was created after AFL-CIO 50th anniversary where there was a decline in membership,
formed in 2005
secondary boycott
occurs when a union appeals to firms or other unions to stop doing business with an
employer who sells or handles a struck product.
free-speech clause
,specifies that management has the right to express its opinion about unions or unionism
to employees, provided that it does not threaten or promise favors to employees to
obtain antiunion actions
authorization cards
cards, signed by employees, that designate the union as the employee's exclusive
representative in bargaining with management.
-may be signed on company premises but not during working time
-organizing drive continues until 30% of cards are signed
card check
if 50% of cards are signed, union will ask management directly for right to exclusive
representation
bargaining unit
the group of employees eligible to vote in the representation election
-the larger the bargaining unit, the harder it is for union to win
-if bargaining unit contains several hundred employees, the unit is almost invulnerable
community of interest
conditions workers must agree on: wages, working conditions, hours, physical proximity
of employees, etc
-guided by the NLRB
-professional workers cannot be forced into a bargaining unit with nonprofessionals
without their majority consent
secret ballot election
,an election supervised by the National Labor Relations Board (NLRB), in which each
eligible member of the bargaining unit casts a secret ballot for or against union
representation, if management does not agree, delay can last up to 5 years
exclusive bargaining representative
in a union representation election, if a union receives a majority of the ballots cast, that
union is certified as the sole representative of all employees in the bargaining unit
decertification
revocation of a union's status as the exclusive bargaining agent for the workers
-most likely to occur the first year or so after certification, unions insist on multi-year
contracts
page 13-15
distributive bargaining
in negotiations, the bargaining posture that assumes that the goals of the parties are
irreconcilable; also known as win-lose bargaining
page 13-16
integrative bargaining
in negotiations, the bargaining posture that assumes that the goals of the of the parties
are not mutually exclusive, that it is possible for both sides to achieve their objectives;
also known as win-win bargaining
page 13-16
unfair labor practice strike
, strikes that are caused or prolonged by unfair labor practices of the employer
-highest degree of protection, entitled reinstatement
page 13-18
economic strike
actions by a union of withdrawing its labor in support of bargaining demands, including
those for recognition or organization
-limited rights for reinstatement
page 13-18
unprotected strike
both lawful and unlawful work stoppages, such as sit-down strikes, slowdowns, partial
walkouts and wildcat strikes, in which participants' jobs are not protected by law; thus
the participants may be discharged by their employer
page 13-18
sympathy strike
refusals by employees of one bargaining unit to cross a picket line of a different
bargaining unit
-strikes in support of other workers on strike, rights depends on the legal status of the
strike.
page 13-18
lockout
the shutting down of plant operations by management when contract negotiations fail.
-it is legal for a company to hire temporary replacements for their locked out members.
-the use of permanent replacements (without consulting the union) is not permissible
