Lecture Notes: Labor-Management Relations and Labor Laws
Introduction
- Key Focus: Impact of political, economic, and workforce changes on employers and unions.
- Importance for Employers and HR: Understanding laws, regulations, and court decisions related to unions.
Role and Function of Unions
- Unions: Formal associations of workers promoting members' interests through collective action.
- Reasons for Joining Unions:
- Dissatisfaction with employer treatment.
- Belief that unions can improve work conditions.
- Triggers for Unionization:
- Compensation, working conditions, management style, and employee treatment.
- Poor management often leads to unionization.
Union Influence
- Union Watchdog Role: Ensures workplace equity, fair treatment, and compensation.
- Union Benefits and Criticisms:
- Higher compensation for union workers, but potential inefficiencies and waste.
- Cooperative vs. adversarial relationships with employers.
Decline and Shift in Union Membership
- Geographic and Economic Factors:
- Growth in non-union-friendly regions (South, Southwest, Rocky Mountains).
- Movement of low-skilled jobs overseas.
- Shift from Manufacturing to Service Industries:
- Difficulty in organizing white-collar workers due to different attitudes and union perceptions.
Union Success in the Public Sector
- High Unionization: More than 35% of government workers are unionized.
- Challenges: High costs of benefits and unfunded pensions.
Key U.S. Labor Laws
- Wagner Act (1935):
- Encouraged collective bargaining, protected employee organization rights.
- Established National Labor Relations Board (NLRB).
- Taft-Hartley Act (1947):
- Limited union actions, pro-management.
- Introduced right-to-work laws.
- Landrum-Griffin Act (1959):
- Protected union members' democratic rights.
- Addressed union corruption and required financial transparency.
Right-to-Work Laws
- Definition: Employees not required to join a union as a condition of employment.
- Impact:
- Higher employment levels, but lower wages in right-to-work states.
- Employers cannot mandate union membership.
National Labor Relations Board (NLRB)
- Functions:
- Conduct union elections, investigate complaints, issue opinions.
- Current focus on social media policies and employee rights.
Unionization Processes
- Union Authorization Cards: 30% signatures needed for election.
- Bargaining Unit: Determined by NLRB based on community of interest.
- Supervisor Exclusion: Defined by NLRB, excludes supervisors from unions.
Collective Bargaining
- Process Stages: Preparation, negotiation, settlement, or impasse.
- Bargaining Patterns: Range from conflict to cooperation.
- Key Subjects: Management rights, union security, and dues checkoff.
Grievance Procedures
- Steps Involved:
- Initial discussion with union steward and supervisors.
- Escalation to committees and arbitration if unresolved.
- Weingarten Rights: Allows union representation during disciplinary questioning.
Conclusion
- Importance of Good Employee Relations:
- Effective communication and fair treatment prevent unionization.
- Companies must adhere to labor laws and maintain cooperative labor-management relations.
Note: These notes capture the key themes and details from the lecture on labor-management relations, unionization, and relevant laws.