1. (c) 2007 by Prentice Hall15-1 Working with Organized Labor Working with Organized Labor Chapter 15

2. (c) 2007 by Prentice Hall15-2 Understand why employees join unionsUnderstand why employees join unions Understand the National Labor Relations (Wagner) Act and how the National Labor Relations Board regulates labor practices & union electionsUnderstand the National Labor Relations (Wagner) Act and how the National Labor Relations Board regulates labor practices & union elections Describe labor relations in the United States and other parts of the worldDescribe labor relations in the United States and other parts of the world Identify labor relations strategies and describe how they affect operational and tactical labor relations decisionsIdentify labor relations strategies and describe how they affect operational and tactical labor relations decisions Chapter 15 Overview

3. (c) 2007 by Prentice Hall15-3 Describe the three phases of the labor relations process: union organization, collective bargaining, and contract administrationDescribe the three phases of the labor relations process: union organization, collective bargaining, and contract administration Explain how the union grievance procedure works and why the supervisor’s role is critical in achieving sound labor relations with a unionExplain how the union grievance procedure works and why the supervisor’s role is critical in achieving sound labor relations with a union Identify the ways in which a union can affect a company’s entire pattern of HRMIdentify the ways in which a union can affect a company’s entire pattern of HRM Chapter 15 Overview (cont’d)

4. (c) 2007 by Prentice Hall15-4 Unions – An organization that represents employees’ interests to management on such issues as wages, work hours, and working conditionsUnions – An organization that represents employees’ interests to management on such issues as wages, work hours, and working conditions Why Do Employees Join Unions?

5. (c) 2007 by Prentice Hall15-5 Why Do Employees Join Unions? The origins of U.S. labor unionsThe origins of U.S. labor unions The role of the manager in labor relationsThe role of the manager in labor relations – Labor relations specialist

6. (c) 2007 by Prentice Hall15-6 The Wagner Act – NLRBThe Wagner Act – NLRB The Taft- Hartley Act – right-to-work lawThe Taft- Hartley Act – right-to-work law The Landrum- Griffin ActThe Landrum- Griffin Act Labor Relations and the Legal Environment

7. (c) 2007 by Prentice Hall15-7 Business unionismBusiness unionism Unions structured by type of jobUnions structured by type of job Focus on collective bargaining – work rulesFocus on collective bargaining – work rules Labor contractsLabor contracts The adversarial nature of labor – management relations and shrinking union membershipThe adversarial nature of labor – management relations and shrinking union membership The growth of unions in the public sectorThe growth of unions in the public sector Labor Relations in the U.S.

8. (c) 2007 by Prentice Hall15-8 Union Membership in the U.S., 1930 - 2000

9. (c) 2007 by Prentice Hall15-9 Labor Relations in Other Countries How unions differ internationallyHow unions differ internationally Labor relations in Germany – work councils, codeterminationLabor relations in Germany – work councils, codetermination Labor relations in Japan – enterprise unionLabor relations in Japan – enterprise union

10. (c) 2007 by Prentice Hall15-10 Labor Relations Strategy

11. (c) 2007 by Prentice Hall15-11 Labor relations strategy – A company’s overall plan for dealing with labor unions.Labor relations strategy – A company’s overall plan for dealing with labor unions. Union Acceptance StrategyUnion Acceptance Strategy Union Avoidance StrategyUnion Avoidance Strategy – Union Substitution –Union Suppression Labor Relations Strategy

12. (c) 2007 by Prentice Hall15-12 Managing the Labor Relations Process Union OrganizingUnion Organizing – Union solicitation – Pre-election conduct – Certification election

13. (c) 2007 by Prentice Hall15-13 Collective Bargaining Bargaining BehaviorBargaining Behavior Bargaining PowerBargaining Power – Distributive bargaining – Integrative bargaining

14. (c) 2007 by Prentice Hall15-14 Attempt to understand the other negotiator’s real needs and objectivesAttempt to understand the other negotiator’s real needs and objectives Create a free flow of informationCreate a free flow of information Emphasize the commonalities, and minimize the differences, between the partiesEmphasize the commonalities, and minimize the differences, between the parties Search for solutions that meet both parties’ goals and objectivesSearch for solutions that meet both parties’ goals and objectives Develop flexible responses to the other negotiators proposalsDevelop flexible responses to the other negotiators proposals Guidelines for Integrative Bargaining

15. (c) 2007 by Prentice Hall15-15 Bargaining Topics MandatoryMandatory PermissivePermissive IllegalIllegal

16. (c) 2007 by Prentice Hall15-16 Mandatory Bargaining Topics

17. (c) 2007 by Prentice Hall15-17 Impasses in Bargaining Impasses in Bargaining Economic StrikeEconomic Strike Wildcat StrikeWildcat Strike LockoutLockout

18. (c) 2007 by Prentice Hall15-18 A Union Grievance Procedure Contract Administration

19. (c) 2007 by Prentice Hall15-19 Staffing - SeniorityStaffing - Seniority Employee DevelopmentEmployee Development CompensationCompensation COLACOLA Employee RelationsEmployee Relations The Impact of Unions on HRM

20. (c) 2007 by Prentice Hall15-20 Why do employees join unions?Why do employees join unions? Labor relations and the legal environmentLabor relations and the legal environment Labor relations in the United StatesLabor relations in the United States Labor relations in other countriesLabor relations in other countries Labor relations strategyLabor relations strategy Managing the labor relations processManaging the labor relations process The impact of unions on HRMThe impact of unions on HRM Summary and Conclusions