Labor Relations OS352 HRM Fisher Nov. 18, 2003

2 Agenda Hand out final essay questions History of unions Basic union concepts and laws Organizing process Next class: – Bargaining and contract administration processes – Current issues with unions

3 Final essay questions Due December 8 at 5:00 Submit electronically via Turnitin.com – Class ID = – Password = HRsec2 Choose 2 of 4 questions Use at least three external sources in each answer Individual assignment

4 History of Unions Started in late 1700s in US (printers, carpenters, etc.) Purpose was to protect worker rights (pay, working hours) Less effective in depressions Decrease in union membership attributed to increase in service sector, high tech jobs

5 Current Status Declining membership – In 1945, 35.5% of workforce was unionized (high point) – Currently 13.5% of the workforce (Bureau of Labor Statistics, January 2002) Largest union in US is AFL-CIO – Formed in 1955 – Over 13 million members – Goal is to increase membership by 3% a year

6 Benefits of Unions For employees – Higher wages – Better benefits – Increased job security – More job training and skill development For employers (!) – Potential for wage concessions – Cooperation in joint workplace efforts

7 Laws Governing Labor-Management Relations Railway Labor Act – 1926 National Labor Relations Act (Wagner Act) – 1935 Labor Management Relations Act (Taft- Hartley) Landrum-Griffin Act

8 NLRB National Labor Relations Board – Established in 1935 by NLRA – Guarantees the right of employees to organize and bargain collectively with employer Major functions – Provide certification election oversight – Prevent and remedy unfair labor practices – Does not act on its own

9 The Certification Process Union contact with employees Union campaign for authorization cards Request for election Determination of bargaining unit by NLRB Pre-election campaign Elections Certification of union and start of collective bargaining Source: William D. Todor, Professor of Human Resource Management, The Ohio State University Bargaining Unit: a group of employees certified by the NLRB to be able to be included in the union.

10 Voting process Monitored by NLRB Employers are not allowed to intimidate workers Delta flight attendants case – 5,520 Yes votes, 89 No votes – 19,003 eligible voters – Non-votes count as No – Delta accused of interfering with election

11 What can management do?  Discuss the history of unions and make factual statements about strikes, violence, or the loss of jobs at plants that have unionized.  Discuss their own experience with unions.  Advise workers about the costs of joining and belonging to unions.  Remind employees of the company benefits and wages they receive without having to pay union dues.  Explain that union representation will not protect workers against discharge for cause.  Advise employees that unions often resort to work stoppage to press their demands and that such tactics can cost them money.

12 Unfair Labor Practices (Section 8 of NLRA) Interference, restraint, or coercion to prevent employees from organizing or bargaining collectively Domination or interference with union or providing financial support for it. Discrimination against employees in order to discourage union membership. Discharging or retaliating against an employee who has filed charges or given testimony under the NLRA. Refusal to bargain collectively with a representative of employees (good faith bargaining).

13 Right-to-Work Laws State laws prohibiting: – Union shops: Employees are required to join the union within a certain amount of time (30 days) after beginning employment. – Agency shops: Employees are required to pay union dues but do not have to join the union. – Maintenance of membership: Employees who do join the union are required to remain members for a certain period of time. New York does not have right-to-work laws

14 For next class Topic: More on labor relations – For next time, explore the AFL-CIO website – Identify one unionized facility in the North Country (company and union)