Chapter 14 - Collective bargaining and labor relations. After reading this chapter, you should be able to: Describe what is meant by collective bargaining and labor relations; identify the labor relations goals of management, labor unions, and society; explain the legal environment’s impact on labor relations;. | Chapter 14 Collective Bargaining and Labor Relations Copyright © 2015 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education. Reasons for Decline in Union Membership 14- Unfair Labor Practices (ULPs) NLRA prohibits certain activities by both employers and labor unions. Employers cannot: interfere with, restrain, or coerce employees in exercising their Section 7 rights. dominate or interfere with a union. discriminate against an individual for exercising his or her right to join or assist a union. discriminate against employees for providing testimony relevant to enforcement of the NLRA. refuse to bargain collectively with a certified union. 14- Unfair Labor Practices of Unions Wagner Act of 1935 (NLRA) enshrined collective bargaining as the preferred mechanism for settling labor-management disputes. 14- Why Do Employees Join Unions? 14- To Stay Union-Free Supervisors Should Report union activity to a core management group. State and coordinate company’s response to pro-union arguments to maintain consistency and avoid threats or promises. Follow effective management practices: Deliver recognition and appreciation. Solve employee problems. Protect employees from harassment or humiliation. Provide business-related information. Be consistent in treatment of different employees. Accommodate special circumstances where appropriate. Ensure due process in performance management. Treat all employees with dignity and respect. 7 Steps to Prepare Managers for Negotiations 1. Establish interdepartmental contract objectives. 2. Review old contract 3. Prepare and analyze data. 4. Anticipate union demands. 5. Establish costs of contract provisions. 6. Make preparations for a strike. 7. Determine strategy and logistics. Management’s Willingness to Strike Most negotiations do not result in a strike since it is often not in the best interest of either party. 14- Grievance . | Chapter 14 Collective Bargaining and Labor Relations Copyright © 2015 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education. Reasons for Decline in Union Membership 14- Unfair Labor Practices (ULPs) NLRA prohibits certain activities by both employers and labor unions. Employers cannot: interfere with, restrain, or coerce employees in exercising their Section 7 rights. dominate or interfere with a union. discriminate against an individual for exercising his or her right to join or assist a union. discriminate against employees for providing testimony relevant to enforcement of the NLRA. refuse to bargain collectively with a certified union. 14- Unfair Labor Practices of Unions Wagner Act of 1935 (NLRA) enshrined collective bargaining as the preferred mechanism for settling labor-management disputes. 14- Why Do Employees Join Unions? 14- To Stay Union-Free Supervisors Should Report union .
