1. Unions and Management: Key Participants in the Labor Relations Process
Chapter 4
Unions and Management: Key Participants in the Labor Relations Process

2. Goals and Strategies: Management and Unions
Union Participation Job Security “Fair” Wages Protected Rights No lockouts
Management Control Efficiency Effectiveness Flexibility No strikes
Common Interests Survival Competitiveness Profitability Equity
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3. Company Strategic Planning
Basis for a Company’s Strategy
Managerial philosophy
Managerial ethics
Economic conditions
Workforce composition
Competition in the industry
Stage in company/industry life cycle
Managerial capabilities
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4. Company Strategies in Labor Relations
Accommodation or Labor- Union Union Union Codified Management Suppression Avoidance Substitution Businesslike Cooperation
Union busting Positive HR Company Neutral in union Gain-sharing Illegal acts management paternalism campaign Union involvement Refusal to Double Company Straightforward Employee bargain breasting sponsored approach empowerment Decertification employee Employee stock
Filing for organizations option plans bankruptcy Employee Encouraging participation
strikes Employee involvement
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5. Tactics to Avoid Unionization
Using spies to identify union supporters
Refusing to hire
Former employees of unionized firms
Applicants with union sympathies
Discharging known union advocates
Using psychological tests
Locating plants in nonunion areas
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6. Union Strategic Plan Mission statement
Analysis of the external environment
Internal analysis of the union’s strengths and weaknesses
Long-term and short-term objectives
Strategy development
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7. Strategic Planning Success for Unions
Collective Bargaining
Political Activities
Broader Organizing
Effective and Successful Unions
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8. Organizational Chart of an International Union
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9. Organizational Chart for a Local Union
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10. The Local Union Differences Between Local Craft and Industrial Unions
Craft versus Industry Origins
Scope of the Labor Agreement
Differing Skills
Job Characteristics
Internal Leadership Roles
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11. 12 Largest National and International Unions
Organization Members (in thousands)
National Education Association* 2,700 Service Employees International Union 1,312 American Federation of State, County and Municipal Employees 1,292 International Brotherhood of Teamsters 1,238 United Food and Commercial Workers 1,101 American Federation of Teachers 977 United Auto Workers 666 International Brotherhood of Electrical Workers 665 Communication Workers of America 635 Carpenters and Joiners of America* 531 International Association of Machinists** United Steelworkers *Not in AFL-CIO **Includes some Canadian members
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12. Components of Union Democracy
Decision making
Shared sovereignty
Opportunities to participate
Access to complete information
Rights
Guaranteed equal rights
Minimum economic, health and safety, and environment standards
Share in the economic value created by one’s work
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13. The National or International Union
National’s Constitution
Adopted by representatives from locals
The Convention
Organization: Operational Departments
Assistance to Local Unions
Mergers of National Unions
Amalgamation
Absorption
Affiliation
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14. Reasons for Mergers of National Unions
Rising costs
The need for stronger bargaining positions
Expensive jurisdictional disputes
Decline in U.S. industrial sectors
Economies of scale
Avoidance of external controls
The need for self-preservation
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15. The AFL-CIO 65 national and international unions 60,000 local unions
13± million individual members
AFL and CIO merged in 1955
Allows each union its autonomy
Enforces ethical codes for democracy and financial integrity of member unions
Mediates and resolves disputes between member unions
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16. Use of Information Technology by Unions
Communications
Internal with union members
External with the public
Negotiations
Facilitation of bargaining activities
Contract administration
Union Organizing
Political Action Messages
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17. Union Corruption and the Landrum-Griffin Act
Resulted from the McClellan hearings
Exposed abuses of power in unions
Promotes union democracy and financial integrity:
Requires disclosure of union operations and relationships
Regulates union trusteeships of retirement funds
Imposes fiduciary responsibilities on union officials
Protects individual member rights to participate in union elections and governance
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18. Union Security Can increase union membership in the bargaining unit
Provides a certified bargaining opponent with which the employer can negotiate
Strengthens union resources
Strengthens the union in its ongoing relationship with the employer
Strengthens the union’s ability to represent the bargaining unit in collective bargaining
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19. Union Security Provisions
Certification
Union Shops
Closed Shop
Union shop
Agency Shop
Contingency Union Shop
Union Hiring Hall
Preferential Treatment
Dues check-off
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20. Right-to-Work Laws:
Individual’s right to employment without having to join a labor organization
Gives individual states the option to adopt state right-to-work laws
Effects:
Right-to-work states generally have much lower union densities
The creation of “free riders”
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