![]() The employee decides how his or her benefits dollars are to be used within the total limit of benefit costs agreed to by the employer.īlocking:An NLRB decision not to proceed with an election in a bargaining unit where there are unresolved unfair labor practice charges.īoycott:A concerted refusal to work for, purchase from, or handle the products of an employer. Final unit is determined by the NLRB, or agreed to jointly by the union and the employer.īase Rate:The straight time rate of pay, excluding premiums and incentive bonuses.īenefits Cafeteria Plan:A benefit program that offers a choice between taxable benefits, including cash, and non-taxable health and welfare benefits. The unit may include all the workers in a single location or in a number of locations, or it may include only the workers in a single craft or department. ![]() The bargaining agent is designated by a majority of the workers in a bargaining unit to represent the group in collective bargaining.īargaining Unit:A group of workers who bargain collectively with the employer. Rights of workers to negotiate the terms and conditions of employment through chose representatives. Usually unions will not file for an election unless a majority of the bargaining unit members have signed authorization cards.Īward:The final decision of an arbitrator which is binding on both parties.īack Loaded:Providing a greater wage increase near the end of a contract.īargaining Agent:Union designated by a government agency, such as the National Labor Relations Board, or recognized voluntarily by the employer, as the exclusive representative of all employees in the bargaining unit for purposes of collective bargaining.īargaining Rights:The rights outlined in Section 7 of the National Labor Relations Act. The NLRB will accept 30% of the employees signatures on cards or petitions as the “showing of interest” required to conduct an election. The card usually specifies the union as a collective bargaining agent of the employees and must be dated and signed. All employers belonging to the association are bound by the agreement that was negotiated by the association and the union.Īttrition:Reduction in the labor force of a company through natural causes such as voluntary quits, retirement, or death as opposed to layoffs.Īuthorization Card:A union card filled out by pro-union workers during a representation campaign. This kind of picketing has formed legal restrictions than picketing to force an employer to recognize a union or to impress employees noneconomic benefits.Īreawide Bargaining:Collective bargaining agreement which covers all the unionized employers and their employees in a specific geographical and industrial setting.Īssociation Agreements:A collective bargaining agreement which governs a group of employers who ban together for mutual aid when bargaining with labor organizations. The decision of the third party (arbitrator) is usually binding.Ī form of picketing with the purpose of encouraging an employer to observe the standards in that industry in that locality. The ADA is enforced by the Equal Opportunities Employment Commission (EEOC) and by private lawsuit.Ī form of investment plan usually provided as a retirement plan that provides for income for a specified period of time, such as a number of years or for life.Ī method of settling a labor-management dispute by having an impartial third party decide the issue. National law forbidding discrimination against employees on the basis of disability and requiring reasonable accommodations for qualified disabled employees. An employer cannot rid himself of his obligation to recognize the legitimate bargaining representative through an alter ego. In some states public workers choose to pay service fee based on a percentage of the Union’s budget spent on representing the bargaining unit’s time and money spent on organizing and political action, not considered to be directly representing members.Īn employer who changes the name and outward appearance of a business but is in fact the same employer. This service fee is usually the same as monthly dues. Definitions are given here for the most commonly used terms:Ī | B | C | D | E | F | G | H | I | J | K | L | M | N | O | P | Q | R | S | T | U | V | W | X | Y | ZĮmployees added to the bargaining unit once a union is certified as a representative of the bargaining unit.Ī civil service appointee of the National Labor Relations Board who conducts unfair labor practice hearings in the region where such cases originate.įorm of arbitration often referred to as fact finding where the decision of the arbitrator is not binding.Ī contract provision under which employees who do not join the union are required to pay a collective bargaining service fee instead. Unions have developed a special vocabulary to describe much of what we do.
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