Unit One Collective BargainingATTN: Mathguy18

BHR 4350, Collective Bargaining 1

Course Learning Outcomes for Unit I Upon completion of this unit, students should be able to:

1. Analyze the framework for collective bargaining and industrial relations. 1.1 Define labor relations and how it relates to labor unions. 1.2 Identify the pros and cons of labor unions. 1.3 Compare and contrast the different types of unions and their impact within various industries. 1.4 Discuss the National Labor Relations Board (NLRB) and the National Labor Relations Act

(NLRA).

Reading Assignment Chapter 1: Labor Relations Overview

Unit Lesson Many of you are employed or have been employed before. There are many types of organizations. Some are considered private, and others are considered public. Regardless of the type of organization, all companies face issues in regard to employees’ wages, benefits, schedules, promotions, and discipline. No organization is exempt from these concerns. Some organizations are not faced with as many issues in regard to these concerns; however, employees may sometimes question the fairness of these concerns. Since these are concerns, one must question how are these things addressed? Is there a term that can help put some of these things into perspective? What do organizations do to address these concerns? Do the employees have any avenue to report such concerns, and if so, is there any person or department within the organization for the employee to receive help or guidance? Will all organizations handle these concerns the same? As an employee, most of you have heard the term “labor relations.” How many of you really understand what labor relations mean? How many of you have had to deal with labor relations concerns from the employee standpoint? How many of you have dealt with this from the employer’s standpoint? Along with the term labor relations, you may also hear the following terms: labor union, collective bargaining, and grievance. As you go through this course, you will gain a better understanding of each of these terms and how they all correlate. Within this unit, emphasis will be place on a general overview of labor relations. Think about it. When seeking employment, what are some of the things you might look for in an organization? Would you look at revenue reports and turnover rates? Would you consider location, benefits offered, and wages? Would you question if the organization is union or non-union? Many would say yes to the first two questions; however, many would probably say no to the last question. Based on experience, very few people really consider the impact of labor unions within an organization. Although this is not something that many consider, labor unions are present in both public and private organizations. You will hear the words labor relations more often in union environments than in non-union environments. Although an organization may be non-union, it is still possible to hear the words labor relations because many organizations have a Labor Relations Department that handles employees’ complaints and concerns. Often times, labor relations in non- union environments fall under the Human Resources Department. Keep in mind that some organizations have positions that are covered by a union, while some positions within the organization may not be part of a union. Consider the following scenario as an example. Jeff works for J Healthcare (JH), Inc., a healthcare and rehabilitation facility. JH Inc. has 40 nursing home beds and 20 rehab rooms. The facility is fully staffed with nurses, medical secretaries, dietary staff (cooks and aides), environmental services workers, maintenance crew, and front office staff (director, business manager, HR manager, front office clerk, social worker, and clinical director). Only some of these employees are covered

UNIT I STUDY GUIDE

Labor Relations—Why?

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under the union bargaining agreement. In this particular scenario, the dietary staff, CNAs, environment services staff, and maintenance crew are the positions that are covered under the bargaining agreement. Some of the things that may dictate the separation in positions could be job specifications, job classifications, pay rates, and benefits. According to the textbook, labor relations can best be defined as the process where opposite parties (manager-employee or manager-labor union representative) join to make decisions in regard to workplace concerns. The concerns/decisions associated with labor relations can include pay, employee benefits, working conditions, employee safety, employee discipline, grievance processes, and job security (Carrell & Heavrin, 2013). Although these are concerns that can be addressed by management and the employee, some employees may request union representation. When this occurs, management, the employee, and a union representative meet to address the employee’s concerns. Oftentimes, the issues can be resolved within the meeting. This is considered the negotiation process. If for some reason the concerns cannot be resolved, the employee then has other avenues he or she can pursue to resolve the issues. Many managers try to keep things in-house to avoid labor disputes. In-house complaints may be easier to handle; however, within union organizations, eventually labor concerns that impact all union employees must be negotiated. It is important for the human resource professional, manager, or company’s representative to be knowledgeable of labor negotiations and what the company is able to really offer. Prior to going into negotiations, both parties already know what they are willing to offer and accept. Once both parties have reached a mutual agreement, a contract can be created and signed by representatives from both sides. Such an agreement is known as a collective bargaining agreement. The agreement serves as a contract that the company must comply with (Carrell & Heavrin, 2013). When looking at employer-employee relationships, there are various employment laws that must be followed. When dealing with unions, it is important to remember the National Labor Relations Board and the National Labor Relations Act. The National Labor Relations Board (NLRB), which was created by the National Labor Relations Act (NLRA), sets the tone and guidelines for labor relations and collective bargaining. Although there are employment laws that help govern the employer, the NLRB has governing power with labor disputes. Throughout this course, you will be introduced to other acronyms used when discussing labor relations, unions, and collective bargaining (Carrell & Heavrin, 2013). As you go through this unit and this course, you will be introduced to many terms. Within this unit, some emphasis is also placed on opportunities for unions to grow; industries that unions focus on and certain work groups. These industries and workgroups are discussed in detail within the textbook. Types of unions are also discussed in detail within the textbook. After reviewing this chapter, you should be able to identify the industries, work groups, and types of unions. Although you may not be familiar with labor relations, please have an open-mind as this course will be very insightful. Welcome to Labor Relations. Let the learning begin!

Reference Carrell, M. R. & Heavrin, C. (2013). Labor relations and collective bargaining: Private and public sectors

(10th ed.). Upper Saddle River, NJ: Prentice Hall.

Suggested Reading Throughout this course, you will find The National Labor Relations Board mentioned in almost every unit. The National Labor Relations Board is an independent federal agency that works to safeguard employees’ rights regarding their using unions as their bargaining representatives. Click here to review the NLRB website. The link below provides some general information about union contracts: http://www.aflcio.org/Learn-About-Unions/Collective-Bargaining/Sample-Contract-Language

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Learning Activities (Non-Graded) The following case will allow you to practice using the skills in this unit. Read the case titled, “Should an Employee’s File be Expunged,” on page 36 of your textbook. After reading the case, address the questions below, which are also located at the bottom of page 38:

1. As arbitrator, what would be your award and opinion? 2. Identify the key, relevant section(s) phrases, or words of the collective bargaining agreement (CBA),

and explain why they were critical in making your decision. 3. What actions might the employer or the union have taken to avoid this conflict?

Non-graded Learning Activities are provided to aid students in their course of study. You do not have to submit them. If you have questions, contact your instructor for further guidance and information.