Unions & Labor Relations The role & importance of unions in organizations Reasons for joining a union History & legislation of unionization in U.S. Structure.

Slides:

Advertisements

Similar presentations

© 2002 McGraw-Hill Ryerson Ltd.Chapter 14-1 Chapter Fourteen Unions Growth and Incidence Created by: Erica Morrill, M.Ed Fanshawe College.

Advertisements

Human Resource Management TENTH EDITON © 2003 Southwestern College Publishing. All rights reserved. PowerPoint Presentation by Charlie Cook Union-Management.

The Information Contained Throughout This Report is Confidential and Proprietary THE VALUE OF BLUE. SM DELIVERING THE BEST LOCAL HEALTH PLANS NATIONWIDE.

Chapter 10 The Labor Union and the Supervisor. Chapter 11/The Labor Union and the Supervisor Hilgert & Leonard © Explain why and how labor.

© 2011 Cengage Learning. All rights reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part.16–1.

Labor Relations Chapter 12.

Chapter 16 Union/Management Relations

1 The Supervisor's Role in Labor Relations What is Labor Relations? All activities within a company that involve dealing with a union and its members.

CHAPTER SEVENTEEN Labor Law McGraw-Hill/Irwin © 2004 The McGraw-Hill Companies, Inc., All Rights Reserved  Section 7 of the National Labor Relations.

15-1 Copyright ©2010 Pearson Education, Inc. publishing as Prentice Hall Working with Organized Labor Chapter 15.

Human Relations Unions Organized Labor Today. Human Relations What is a Union?

Labor Relations OS352 HRM Fisher April 13, Agenda History of unions Basic union concepts and laws Organizing process Bargaining and contract administration.

Labor Relations OS352 HRM Fisher Nov. 18, Agenda Hand out final essay questions History of unions Basic union concepts and laws Organizing process.

OS 352 4/15/08 I. Reminder for next time: Read and bring to class the Mohler article. II. Benefits (continued). III. Labor-management relations. IV. Next.

Managing with Organized Labor.  Address the relationship of organized labor and management in healthcare  Distinguish the different phases of the labor.

© 2012 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.

Managing Human Resources, 12e, by Bohlander/Snell/Sherman © 2001 South-Western/Thomson Learning 14-1 Managing Human Resources Managing Human Resources.

Essential Question What is a labor union and why has membership declined? O RGANIZED L ABOR.

U.S. Labor Force Ch. 10. Changes in Labor Force Def. – all people not in institutions who are 16 years of age or older and who are currently employed.

Labor Relations © Nancy Brown Johnson, 2000

Labor-Management Relations l Federal legislation re: labor-management power »labor unions l Labor policies and legislation »wages and income maintenance.

Labor-Management Relations l Federal legislation re: labor-management power »labor unions l Labor policies and legislation »wages and income maintenance.

Chapter 12 Workplace Legal MattersSucceeding in the World of Work Laws About the Workplace 12.1 SECTION OPENER / CLOSER INSERT BOOK COVER ART Section 12.1.

Chapter 22.2 Labors Unions. Organized Labor Labor unions are groups of workers who band together to have a better chance to obtain higher pay and better.

Labor Relations Chapter 12. Labor Relations Chapter 12.

Mullen 2005 Labor Union A labor union is an organization of employees that uses collective action to advance its members’ interests in regard to wages.

Organized Labor. Copyright © 2011 Texas Education Agency. All rights reserved. 2 Key Terms and Main Ideas LABOR UNION is an organization of workers that.

Ch 14 Managing Human Resources in Organization

I NSTITUTE OF N EW K HMER Human Resources Managements Lectured by: NOUV Brosh Mobile Phone: &

© 2001 by Prentice Hall 15-1 Why Do Employees Join Unions?  Employees in the United States seek union representation when they: u are dissatisfied with.

Copyright ©2012 Pearson Education, Inc. publishing as Prentice Hall Working with Organized Labor Chapter

Enhancing Union-Management Relations

Chapter 14 Learning Objectives 1.Define unions and labor relations and their role in organizations. 2.Identify the labor relations goals of management,

KECSS Ms. Murren Economics 11/14/11. » Students will read about and verbally explain the advantages and disadvantages of labor unions.

Unions and Management: Key Participants in the Labor Relations Process

Copyright ©2012 Pearson Education, Inc. publishing as Prentice Hall Dealing with Organized Labor [whether unionized or not! ] Chapter

KECSS Ms. Murren Economics 11/14/11. » Students will read about and verbally explain the advantages and disadvantages of labor unions.

Labor Relations and Collective Bargaining. Labor and Management In United States Labor like laborers were seen as second or third class citizens in early.

Union/Management Relations Chapter 12 © 2011 Cengage Learning. All rights reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible.

22.2 The American Labor Force. Organized Labor The civilian labor force includes men and women 16 and up who are either working or actively looking for.

Employment, Labor and Wages.  “Labor” refers to people with all their abilities and efforts; one of four factors of production, does not include the.

Chapter 12: The American Labor Force. Section 1: Americans at work.

Labor-Management Relations

Carolyn Mitchell. Agenda Importance of Bargaining Unit Wagner Act and Bargaining Unit NLRB Bargaining Unit Determinations Wagner Act Experience vs. Taft-Hartley.

4-15 Copyright © 2015 Pearson Education, Inc Labor Relations and Collective Bargaining.

Chapter 11 Benefits of union membership: –1. Bargaining power: –2. Pay structure: –3. Job/income security: –4. Unions provide single voice to express concerns.

Understanding Labor- Management Relations Chapter 11.

© 2008 by Prentice Hall12-1 Why Employees Join Unions Dissatisfaction with management Social outlet Opportunity for leadership Forced unionization Peer.

Labour Law. Collective Bargaining Union certification means that representatives need to selected to negotiate collective agreement Collective agreement.

13A Wage Determination Appendix McGraw-Hill/Irwin Copyright © 2012 by The McGraw-Hill Companies, Inc. All rights reserved.

Copyright © 2003 by The McGraw-Hill Companies, Inc. All rights reserved. Part 5 Special Topics in Human Resources.

LABOR UNIONS. Key Terms 1. Labor Union – organization of workers 2. Strike – workers refuse to work a. money b. benefits 3. lockout – when owners refuse.

UNDERSTANDING LABOUR RELATIONS & HEALTH AND SAFETY.

Organized Labor and Collective Bargaining Chapter 12 Sections 2-3.

9 Learning Objectives Describe the functions of a department’s personnel management and the laws and regulations influencing fire personnel management.

American Labor The Labor Force é Who is in the Labor Force? é 16 years or older é working é looking for work é Who is not in the Labor Force? é military.

Unions and Labor Management

Chapter 11 Managing Labor Relations

Unions and Labor Management

Nature of Unions Union Why Employees Unionize

Labor: Labor Market Trends/Labor and Wages Ch. 9

Chapter 18 Collective Bargaining: Traditional (Union) and Non-Traditional Approaches.

CHAPTER 13 Understanding Unions. CHAPTER 13 Understanding Unions.

GROUP WORK BY IND-PAK-SRILANKA-NEPAL

Labor Relations Chapter 12.

Organized Labor.

Labor Unions Linkage Institutions.

Chapter 13: Employee and Labor Relations

UNION ACTIONS AND IMPACTS

Presentation transcript:

Unions & Labor Relations The role & importance of unions in organizations Reasons for joining a union History & legislation of unionization in U.S. Structure of unions in the U.S.

Role of Unions in Industry Improve working conditions & economics of members & non-members Improve work security from market, economic, technological & managerial threats Improve power relations Provide a structure to protect against arbitrary & capricious policies & practices

Union Goals Power –Key industries –Political activity Growth

Reasons for Joining a Union Dissatisfaction –Compensation –Job security –Working conditions –Management attitudes Socialization Union-shops

Job Satisfaction & Voting for A Union Wage Satisfaction-.40 Supervisors play favorites-.34 Overall satisfaction-.36 Satisfied with job security-.42 Good promotion chances-.30 Fringe benefit satisfaction-.31 Supervisors show appreciation-.30

Legal Framework The Wagner Act Taft-Hartley Act Landrum Griffith Act Right to work laws NLRB vs Electromation

Union membership In U. S. (in millions) Union Teamsters UAW Steelworkers1.1.4 Electrical workers.8.7 Machinists ILGWU.4.2

Reasons for Decline in Membership New collar workers in high tech industries Worker mobility High tech industries empower workers Shrinkage in old industries The graying of the work force The small blip up (politics, salting & flooding)

Public Sector Unions Forty percent of employees represented compared with ten percent in the private sector Acceptance of employee involvement Title VII of the 1978 Civil Service Reform

Organization of Unions Locals -- collects dues, elects officers & shop steward, handles grievances and discipline –Craft and Industrial Unions National -- Handles negotiations, strike funds, health insurance and pensions AFL-CIO

Backwards & Forwards Summing up: We covered unions in industry ranging from the role & goals of unions, to reasons for joining or not, a look at history & legislation that surround unionization in the US & its status today in private and public sectors. We finished with an overview union structure. Looking ahead : Next time we continue with unions & labor relations by examining how a company gets organized, & how contracts get bargained & administered. We’ll also look at future trends.