Chapter 21

 American Federation of Labor  Formed in 1886  Only skilled craft workers such as silversmiths and artisans were allowed to belong  Congress of Industrial Organizations  Formed in 1935  Permitted semiskilled and unskilled workers to become members Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall.21-2

 Major federal statutes that regulate the labor- management relationship:  Norris-LaGuardia Act  Wagner Act: Enacted in establishes the right of employees to form and join labor organizations  Labor-Management Relations Act  Labor-Management Reporting and Disclosure Act  Railway Labor Act Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall.21-3

 National Labor Relations Board: A federal administrative agency that oversees union elections, prevents employers and unions from engaging in illegal and unfair labor practices, and enforces and interprets certain federal labor laws Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall.21-4

 Section 7 of the NLRA: A federal law that gives employees the right to form, join, and assist labor unions; to bargain collectively with employers; and to engage in concerted activity to promote these rights  Appropriate bargaining unit: A group of employees that a union is seeking to represent Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall.21-5

 Types of union elections  Contested election: An election for a union that an employer’s management contests ▪ The NLRB must supervise this type of election  Consent election  Decertification election  Union solicitation on company property:  Inaccessibility exception: A rule that permits employees and union officials to engage in union solicitation on company property if the employees are beyond reach of reasonable union efforts to communicate with them Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall.21-6

 Illegal interference with an election:  Section 8(a) of the NLRA: A law that makes it an unfair labor practice for an employer to interfere with, coerce, or restrain employees from exercising their statutory right to form and join unions Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall.21-7

 The act of negotiating contract terms between an employer and the members of a union  Collective bargaining agreement: The resulting contract from a collective bargaining procedure  Subjects of collective bargaining:  Compulsory: ▪ Wages ▪ Hours ▪ Terms and conditions of employment Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall.21-8

 Permissive subjects: Subjects that are not compulsory or illegal  Illegal subjects Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall.21-9

 Union security agreements: To obtain the greatest power possible, elected unions sometimes try to install a union security agreement  Closed shop  Union shop: A workplace in which an employee must join the union within a certain number of days after being hired  Agency shop: A workplace in which an employee does not have to join the union but must pay an agency fee to the union Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall.21-10

 A cessation of work by union members in order to obtain economic benefits or correct an unfair labor practice  Cooling-off period: A mandatory sixty days’ notice before a strike can commence Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall.21-11

 Illegal strikes:  Violent strikes  Sit-down strikes  Partial or intermittent strikes  Wildcat strikes  No-strike clause: A clause in a collective bargaining agreement whereby a union agrees it will not strike during an agreed-upon period of time Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall.21-12

 Crossover and replacement workers  Employer lockout: An act of an employer to prevent employees from entering the work premises when the employer reasonably anticipates a strike Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall.21-13

 The action of strikers walking in front of an employer’s premises, carrying signs announcing their strike  Picketing is lawful unless:  Is accompanied by violence  Obstructs customers from entering the employer’s place of business  Prevents nonstriking employees from entering the employer’s premises  Prevents pickups and deliveries at the employer’s place of business Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall.21-14

 Secondary boycott picketing: A type of picketing in which a union tries to bring pressure against an employer by picketing the employer’s suppliers or customers Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall.21-15

 A union may adopt internal union rules to regulate the operation of the union, acquire and maintain union membership, and the like  Title I of the Landrum-Griffin Act: Labor’s “bill of rights,” which gives each union member equal rights and privileges to nominate candidates for union office, vote in elections, and participate in membership meetings Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall.21-16

 Worker Adjustment and Retraining Notification (WARN) Act (Plant Closing Act): A federal act that requires employers with one hundred or more employees to give their employees sixty days’ notice before engaging in certain plant closings or layoffs Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall.21-17

 U.S. Citizenship and Immigration Services (USCIS): A federal agency empowered to enforce U.S. immigration laws  H-1B visa: A visa that allows U.S. employers to employ in the United States foreign nationals who are skilled in specialty occupations  EB-1 visa: A visa that allows U.S. employers to employ in the United States foreign nationals who possess exceptional qualifications for certain types of employment Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall.21-18

 Undocumented workers  Immigration Reform and Control Act (IRCA) of 1986  Form I-9 “Employment Eligibility Verification Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall.21-19

Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall.21-20