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Human Resources Presentation

Unions and Collective Bargaining

Tera Qualls

on 17 April 2010

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Transcript of Human Resources Presentation

Collective Bargaining and Unions Andrew Dascola and Tera Qualls Private Sector National Labor Relations Act of 1935
Labor Management Relations Act of 1947
Labor – Management Reporting & Disclosure Act of 1959
Labor Management Relations Act Nonprofit Sector National Labor Relations Board didn’t include nonprofits until the 70s
1974 – Health care institutes are included in the Labor-Management Relations Act
1976 – National Labor Relations Board began treating nonprofits as for-profits
NLRB includes organizations:

with annual revenue over$250,000
that provide service for federal agencies
with sufficient control over the employment conditions of their employees
Federal Government Civil Service Reform Act of 1978
Excludes: FBI, National Security Agency (NSA), CIA, the Secret Service, United States Postal Service
Some have their own statutes (USPS)
Others have no authority for collective bargaining (CIA)
Employees may not bargain over wages & benefits or prohibited political activity
Cannot strike
State and Local Government Varies from state-to-state
Some grant collective bargaining rights only
Many have “comprehensive statutes” – similar to the Labor-Management Relations Act
Union Membership Union Security Closed Shop: An employer not permitted to hire anyone who was not already a member of a union. Union Shop: All union employees are required to join the exclusive bargaining representative after being hired.
Agency Shop: All employees whether union and non-union members are required to pay a service fee to the exclusive bargaining representative.
Fair Share: Employees must pay a proportion of regular union dues to cover the exclusive representative’s costs for collective bargaining.
Maintenance of Membership: Employees are not required to become union members. Those who join pay union dues until contract expires.
Dues Checkoff: Permits unions to collect fees from the employers, who withhold the union dues from the employees’ paychecks and forward the funds to the union.
Right-to-Work States: Employees cannot be forced to join or pay dues to a labor union. States include: AL,AZ,AR,FL,GA,ID,IW,KS,LS,MS,NB,NC,SC,ND,SD,TN,TX,UT,VA,WY.
Collective Bargaining Mandatory Topics: Topics that the laws (whether private, nonprofit, federal, or state) require management and labor to bargain over. Ex: wages, salaries, fringe benefits, and working conditions.
Permissive Topics: Related matter to an optional policy that may be bargained over if there is mutual agreement between labor and management. Permissive topics are decided by a case-by-case debate. Ex: work load.
Illegal or Prohibited Topics: Any agreement to bargain with respect to illegal topics will be void and unenforceable. Illegal topics typically are resolved through legislative processes. Ex: Employment standards, organizational structure, implementations.
Ultimate Goal of negotiation: Trust
“Trust is achieved if I hold a gun at your head while you hold one at mine.”
Activity Why do we fear unions? 2 Groups Company - Should we let the union in? Why? Union - Why should you form? What will you do for the company & employees?
Full transcript