Exam 15: Working With Organized Labor

Additional Case 15.3 Wear and Tear is a large manufacturer with about 250 employees. At the moment, they are in new contract negotiations with their union. Cole, the firm's labor relations specialist, is heading the negotiations for management. Natalie is labor's representative. Cole doesn't know if he likes working with Natalie. He was able to make her predecessor agree to his terms whenever they negotiated contracts. Natalie is tougher to deal with. She tends to emphasize what bad things can happen to Wear and Tear and to him if her point isn't granted. Negotiations have been going on for several days. Cole tells Natalie that if they will accept wage concessions, the company will give employees stock to compensate for the loss in wages. Natalie declines the offer and is unwilling to negotiate further. She reminds him that the contract expires in two days and that the workers will strike if they don't have a new contract by that time. -Refer to Additional Case 15.3.Cole's negotiating strategy with Natalie is most likely:

A minimum of 30% of the workforce must show an interest in unionizing to justify a certification election.

Which of the following is an advantage of union contract grievance procedures?

Additional Case 15.1 Billiards, Inc. makes collapsible pool cues and other billiard products. Tegau, the general manager, has called a management team meeting with Tammy, the director of HR; Gary, the VP of operations; Ramonia, the employee relations specialist; and Ryan, a labor relations consultant. Tegau wants ideas from her management team about what to do concerning the possible unionization of their workers. Tammy suggests that they do nothing, let the union conduct its vote, and if certified, treat it as a legitimate worker representative of the workers. Gary says the firm should begin aggressively opposing union organization. He thinks first-line supervisors should be brought in and told that if workers in their areas vote for the union, the supervisors will lose their jobs and the company might sell off the unionized part of the business. Ramonia suggests that Billiards, Inc. tell the employees about their current plans to upgrade employee benefits and working conditions—a project she's worked on for the last six months. Management decides to mildly oppose the union but the union is certified anyway. Tegau is now in her first contract negotiation. Ryan explains to the union that if they will accept flexible work rules, the employees can have more fulfilling jobs, the company will save money which it can spend on benefits, and the union will start with a positive relationship with the company. The union representative says "No way. We go on strike in ten days." -Refer to Additional Case 15.1.Which manager has general responsibility for day-to-day management-labor relations at Billiards,Inc?

Management at Carson Enterprises decides employees are taking breaks that are too long and limits all employees to 10 minutes a day.Labor files a grievance over this decision.This is a(n)________ grievance.

Unionized firms tend to:

The last step in the grievance procedure is ________,a quasi-judicial process that is binding on both parties.

Unions are formed to represent employees' interests to:

________ is bargaining that focuses on convincing the other party that the benefits of agreeing with the proposed terms would be very high.

The Wagner Act was primarily established to:

Prior to a certification election,it is illegal for managers to try to persuade employees that they would be better off without a union.

U.S.unions tend to be organized by:

A(n)________ is a union contract that spells out the conditions of employment and work rules that affect employees in the unit represented by the union.

Currently the union membership rate for public-sector work is ________,more than five times higher than the membership rate in the private sector.

Featherbedding creates a union agreement that causes employees to pay for services that they are not receiving and/or forces them to hire extraneous workers.

If a union wants to negotiate compensation,health insurance,and vacation schedules,management must enter into negotiation on those topics.

Additional Case 15.3 Wear and Tear is a large manufacturer with about 250 employees. At the moment, they are in new contract negotiations with their union. Cole, the firm's labor relations specialist, is heading the negotiations for management. Natalie is labor's representative. Cole doesn't know if he likes working with Natalie. He was able to make her predecessor agree to his terms whenever they negotiated contracts. Natalie is tougher to deal with. She tends to emphasize what bad things can happen to Wear and Tear and to him if her point isn't granted. Negotiations have been going on for several days. Cole tells Natalie that if they will accept wage concessions, the company will give employees stock to compensate for the loss in wages. Natalie declines the offer and is unwilling to negotiate further. She reminds him that the contract expires in two days and that the workers will strike if they don't have a new contract by that time. -Refer to Additional Case 15.3.Which labor relations strategy is Natalie most likely using?

The union acceptance strategy is most likely to:

The ________ regulates how unions are organized,how they run their own business,and what their fiduciary responsibilities are.

The National Labor Relations Board: