15 Working with Organized Labor Challenges • Why do employees join unions? • What agencies and laws regulate labor practices? • What is union organizing, collective bargaining and contract administration? • What is the managerial and HR role in resolving union grievances? What is a Union? Unions – An organization that represents employees’ interests to management on such issues as wages, work hours, and working conditions Why do Employee’s Join Unions? • Job dissatisfaction • Employees lack influence with management to make needed changes Role of the Manager in Labor Relations • Labor Relations Specialists • Managers: • day-to-day labor-management relations • Need to understand workplace issues associated with unions: – Unions start where employees are dissatisfied – If there is a union managers are responsible for the day-to-day operations of the labor agreement – Need to have a basic understanding of the labor laws so as to not create a liability Labor Relations and the Legal Environment Laws enacted to try and balance: Employer Rights Union Rights Individual Rights • To operate business free from unnecessary interference • To organize and bargain for their members • To choose their representatives or to decide they do not want representation by a union Wagner Act (National Labor Relations Act) (1935) • Designed to protect employee rights to form and join unions • Created the National Labor Relations Board (NLRB): • Administer certification elections • Prevent and remedy unlawful acts (unfair labor practices) • Identified 5 illegal labor practices Wagner Act (National Labor Relations Act) (1935) Five illegal labor practices: • Do not keep employees from forming unions or collective bargaining • Do not dominate or interfere with the formation or administration of a union or provide financial support for union • Do not discriminate against employee to encourage or discourage union membership • Do not discharge or discriminate against employee who filed charges (gave testimony) under Act • Do not refuse to bargain collectively with the union that employees chose Taft Hartley Act (1947) • Designed to limit some of the power unions acquired under the Wagner Act • Right-to-work law (most controversial) – a state law that makes it illegal within that state for a union to include a union shop clause in its contract (currently 22 states) • Made closed shops illegal (Landrum-Griffin Act later made an exception for the construction industry) • Allows for decertification of a union • Created the Federal Mediation and Conciliation Service Taft Hartley Act (1947) Six unfair union labor practices: • Cannot influence employer’s choice of representation in collective bargaining • Causing or attempting to cause an employer to discriminate against any employee who is not a member of the union • Refusing to bargain with employer in good faith • Asking or requiring its members to boycott products made by a firm engaged in a labor dispute with another union • Never charge employees excessive or discriminatory union dues as a condition of membership • Never ask an employer to pay for services that are not performed Landrum-Griffin Act (1959) Designed to protect union members and their participation in union affairs, allows the government to regulate union activities: • Each union has a bill of rights to ensure minimum standards of internal union democracy • Each union must give their constitution to Department of Labor • Each union must report its financial activities and financial interests of leaders to Department of Labor • Union elections are regulated by government • Union leaders have fiduciary responsibility to use union money and property for the membership, not for own personal gain New Proposed Legislation Employee Free Choice Act (EFCA) - Amend the Wagner Act (NLRA) • Change the currently existing procedure to require the NLRB to certify the union as the bargaining representative without directing an election if a majority of employees signed cards • It would take away employers' present ability to decide whether to use only the card-check process or to hold a secretballot election • The proposed legislation would also establish stricter penalties for employers who violate provisions of the NLRA when workers seek to form a union, and set in place new mediation and arbitration procedures for disputes Union Membership in the United States, 1930 - 2000 40 35 30 25 20 15 10 1930 1935 1940 1945 1950 1955 1960 1965 1970 1975 1980 1985 1990 1995 2000 Labor Relations Strategy Labor Relations Policy – Union Acceptance Strategy Management chooses to view union and its employees as legitimate representatives and accepts collective bargaining as an appropriate mechanism for establishing workplace rules. Union Avoidance Strategy • • Management tries to prevent its employees from joining a union, either by removing the incentive to unionize or by using hardball tactics • Union Substitution Strategy • Union Suppression Strategy 3 Phases of Labor Relations • Union organizing: • Union solicitation • Pre-election conduct • Certification election • Collective bargaining • Contract administration Union Organizing Union Solicitation: • Union needs at least 30% of employees to sign authorization cards to show NLRB there is a significant interest in organizing • Union web sites have organizing information • Some companies have no-solicitation rules Union Organizing Pre-election conduct: • Management cannot • Threaten • Intimidate • Promise • Conduct surveillance Union Organizing Pre-election conduct: • Management can: • Make speeches as to why union not needed • Employ a consultant • Send personal letters to employees • Show videos and other material portraying union negatively • Summarize and communicate all the good things company has done for employees Union Organizing Certification Election • Supervised by NLRB • If vote is against union, can’t hold another election for 12 months Good Faith Bargaining Behavior • Both parties meet and confer with each other at reasonable time and place • Both parties negotiate over wages, hours and conditions of employment (mandatory topics) • Both parties sign a written contract that formalizes their agreement • Each party gives the other a 60-day notice of termination or modification of the labor agreement before it expires Bargaining Power • Distributive bargaining • Integrative bargaining • Attempt to understand the other negotiator’s real needs and objectives • Create a free flow of information • Emphasize the commonalities, and minimize the differences, between the parties • Search for solutions that meet both parties’ goals and objectives • Develop flexible responses to the other negotiators proposals Mandatory Bargaining Topics Impasse in Bargaining • Economic Strike • Wildcat Strike • Lockout Contract Administration Union Grievance Procedure Employee with a Grievance Immediate Supervisor Verbal Presentation Written Grievance Business Representative, Grievance Committee Department Manager Labor Relations Director Arbitration National Union Representative and Local Union Representative