1. 16 SUPERVISION and LABOR Supervision Today! 7th Edition
Appraisal, Safety, Negotiation, Change, and labor Relations
SUPERVISION and LABOR 16
Supervision Today!
7th Edition
Stephen Robbins
David DeCenzo
Robert Wolter

2. Chapter outcomes Define union.
Discuss the effect the Wagner and Taft-Hartley Acts had on labor-management relations.
Describe the union-organizing process.
Describe the components of collective bargaining.
Identify the steps in the collective bargaining process.
Explain the various types of union security arrangements.
Describe the role of a grievance procedure in collective bargaining.
Identify the various impasse resolution techniques.
Supervision Today!, 7/e
Robbins, DeCenzo, Wolter
© 2013 Pearson Education
Uppers Saddle River, NJ 07458, All Rights Reserved

3. Labor relations
All activities within a company that involve dealing with a union and its members
11.9% of the private sector are unionized
Two main effects of unionization:
Major industries such as automobile, steel, electrical manufacturers, and transportation are unionized and have a major effect on the economy.
Gains made by unions often spill over into other nonunionized sectors of the economy.
Supervision Today!, 7/e
Robbins, DeCenzo, Wolter
© 2013 Pearson Education
Uppers Saddle River, NJ 07458, All Rights Reserved

4. Union membership by industry concentration.
EXHIBIT 16–1
Union membership by industry concentration.
Source: Adapted from Bureau of Labor Statistics, “Table 3. Union Affiliation of Employed Wage and Salary Workers by Occupation,” January 27, 2005,
Supervision Today!, 7/e
Robbins, DeCenzo, Wolter
© 2013 Pearson Education
Uppers Saddle River, NJ 07458, All Rights Reserved

5. Why employees join unions
Higher wages and benefits
Greater job security
Influence on work rules
Compulsory membership
Being upset with the supervisor
Supervision Today!, 7/e
Robbins, DeCenzo, Wolter
© 2013 Pearson Education
Uppers Saddle River, NJ 07458, All Rights Reserved

6. Union security arrangements (and related elements).
EXHIBIT 16-2
Union security arrangements (and related elements).
Supervision Today!, 7/e
Robbins, DeCenzo, Wolter
© 2013 Pearson Education
Uppers Saddle River, NJ 07458, All Rights Reserved

7. Labor legislation The Wagner Act The Taft-Hartley Act
The National Labor Relations Act, 1935
“Bill of rights” for unions
Established the National Labor Relations Board (NLRB)
Outlined unfair labor practices
The Taft-Hartley Act
The Labor-Management Relations Act, 1947
Amended the Wagner Act
Created the Federal Mediation and Conciliation Service (FMCS)
Declared the “closed shop” illegal
Supervision Today!, 7/e
Robbins, DeCenzo, Wolter
© 2013 Pearson Education
Uppers Saddle River, NJ 07458, All Rights Reserved

8. Other labor legislation
Landrum-Griffin Act, 1959
Labor and Management Reporting and Disclosure Act
Addressed corruption and misuse of union funds
Racketeering Influenced and Corrupt Organizations Act (RICO), 1970
Seeks to eliminate influence of organized crime on unions
Supervision Today!, 7/e
Robbins, DeCenzo, Wolter
© 2013 Pearson Education
Uppers Saddle River, NJ 07458, All Rights Reserved

9. The labor relations process.
EXHIBIT 16–3
The labor relations process.
Supervision Today!, 7/e
Robbins, DeCenzo, Wolter
© 2013 Pearson Education
Uppers Saddle River, NJ 07458, All Rights Reserved

10. Guidelines for supervisors during a unionizing drive
Remain neutral in responses to questions about your opinion on unionization.
If contacted by union representatives or employees do not look at any materials they attempt to give you.
Prohibit union-organizing activities in the workplace during work hours only if they interfere with work operations.
Prohibit outside union organizers from distributing information in the workplace.
Supervision Today!, 7/e
Robbins, DeCenzo, Wolter
© 2013 Pearson Education
Uppers Saddle River, NJ 07458, All Rights Reserved

11. Guidelines (continued)
Do not prohibit employees from distributing information during breaks and lunch periods.
Do not discriminate against any employee involved in the unionization process.
Lookout for union efforts to coerce employees to join and report it to HR.
Supervision Today!, 7/e
Robbins, DeCenzo, Wolter
© 2013 Pearson Education
Uppers Saddle River, NJ 07458, All Rights Reserved

12. TIPS for supervisors TIPS reminds supervisors not to: T-Threaten
I-Interrogate
P-Promise
S-Spy
Supervision Today!, 7/e
Robbins, DeCenzo, Wolter
© 2013 Pearson Education
Uppers Saddle River, NJ 07458, All Rights Reserved

13. The collective bargaining process.
EXHIBIT 16–4
The collective bargaining process.
Supervision Today!, 7/e
Robbins, DeCenzo, Wolter
© 2013 Pearson Education
Uppers Saddle River, NJ 07458, All Rights Reserved

14. A typical grievance procedure.
EXHIBIT 16–5
A typical grievance procedure.
Supervision Today!, 7/e
Robbins, DeCenzo, Wolter
© 2013 Pearson Education
Uppers Saddle River, NJ 07458, All Rights Reserved

15. When agreement cannot be reached…
Strikes
Economic strike
Wildcat strike
Picketing
Lockout
Impasse Resolution Techniques:
Conciliation and mediation
Fact finding
Interest arbitration
Final-offer arbitration
Supervision Today!, 7/e
Robbins, DeCenzo, Wolter
© 2013 Pearson Education
Uppers Saddle River, NJ 07458, All Rights Reserved

16. Supervisor’s steps in resolving a grievance
Listen to the employee’s complaint
Investigate to get the facts
Make your decision and explain it clearly
Keep records and documents
Be prepared for appeals
Supervision Today!, 7/e
Robbins, DeCenzo, Wolter
© 2013 Pearson Education
Uppers Saddle River, NJ 07458, All Rights Reserved