2. Labor Relation
Done By :- Ahmad “Haj Ali” Raed Sukkar Murad Abu Salma Rashed Bsharat

3. Labor Relations
The relationship between an employer and unionized employees.
Also referred to as union–management relations or industrial relations
Refers to the system in which employers, workers and their representatives and, directly or indirectly, the government interact to set the ground rules for the governance of work relationships.

4. Labor Union
An organization of workers banded together to achieve economic goals.

5. Types of Unions Craft Unions Industrial Unions Employee Associations
Workers in a specific skill, craft, or trade.
Industrial Unions
Unions composed of all the workers in an industry.
Employee Associations
Organizations that function as labor unions.

6. Unions and Right-to-Work
Closed Shop
All prospective employees must be members of the recognized union before they can be employed.
Union Shop
All employees must join the union within a specified period or be fired.
Agency Shop
All employees must pay union dues even if they choose not to join the union.
Maintenance-of-Membership Clause
An employee who has joined the union must maintain that membership as a condition of employment.

7. Administration of Labor Laws
National Labor Relation Board (NLRB)
The five-person NLRB has the power to enforce the basic labor laws.
Basic functions are:
To hold an election to establish the bargaining agent for employees of a given firm.
To certify unions as the exclusive bargaining agent for employees.
To investigate charges of unfair labor practices against the employer or the union.
To see that unfair labor practices either are not committed or are punished.

8. To bargain collectively.
Rights of Employees
To organize.
To bargain collectively.
To expect no discrimination against them by management because they are union members.
To expect no discrimination against them by management if they bring charges of unfair labor practices against the employer.
To get a job without first being a member of a union.
Not to have to join a union unless the union and the employer have signed a valid union-shop agreement in one of the states that do not have right-to-work laws.
Not to be charged exorbitant initiation fees and dues by a union with a valid union-shop agreement.
To receive financial reports from the union.

9. Unfair Labor Practices of Unions
To coerce employees into or restrain them from engaging in union activities.
To force management to discriminate against employees in violation of the law.
To refuse to bargain in good faith.
To require managers to pay money for work not done.
To engage in a strike or boycott to force management to commit illegal acts.
To charge excessive initiation fees and dues where there is a union shop.

10. Unfair Labor Practices of Employers
To interfere with, restrain, or coerce employees who are exercising their rights under the law.
To dominate or interfere with the forming or administering of unions, or to contribute support to them.
To discriminate in hiring or in any other terms of employment in such a way as to encourage or discourage membership in a union.
To discharge or otherwise discriminate against employees for filing charges against the employer or testifying under the law.
To refuse to bargain with the union representative.

11. Union Principles and Objectives
Strength through unity (solidarity)
Equal pay for the same job
Employment practices based on seniority
Union Objectives
Higher pay
Shorter working hours (daily, weekly, or annual basis)
Improved working conditions, both physical and psychological
Improved security for both the person and the job

12. Union Methods to Achieve Union Objectives
To organize a firm’s employees.
To become recognized as the employees’ exclusive bargaining agent.
To engage in collective bargaining.
To go on strike or threaten to strike.
To process grievances.

13. Union Appeals to Employees’ Desires
Union organizers appeal to five main desires of employees:
Job protection
Interference running
Participation in management
Economic gains
Recognition and participation

14. Thank you Any Questions