Chapter 16 SUPERVISION and LABOR. 2 Supervision Today! 6 th Edition Robbins, DeCenzo, Wolter © 2010...

Chapter 16

SUPERVISION and LABOR

2Supervision Today! 6th EditionRobbins, DeCenzo, Wolter

© 2010 Pearson Higher Education,Upper Saddle River, NJ 07458. • All Rights Reserved.

Chapter outcomes Define union. Discuss the effect the Wagner and Taft-Hartley Acts

had on labor-management relations. Describe the union-organizing process. Describe the components of collective bargaining. Identify the steps in the collective bargaining process. Explain the various types of union security

arrangements. Describe the role of a grievance procedure in collective

bargaining. Identify the various impasse resolution techniques.



Labor relations All activities within a company that involve

dealing with a union and its members 12% of the private sector are unionized Two main effects of unionization:

Major industries such as automobile, steel, electrical manufacturers, and transportation are unionized and have a major effect on the economy.

Gains made by unions often spill over into other nonunionized sectors of the economy.



EXHIBIT 16–1Union membership by industry concentration.Source: Adapted from Bureau of Labor Statistics, “Table 3. Union Affiliation of Employed Wage and Salary Workers by Occupation,” January 27, 2005, www.bls.gov/news.release/union2.t03.htm



Why employees join unions

Higher wages and benefits Greater job security Influence on work rules Compulsory membership Being upset with the supervisor



EXHIBIT 16-2Union security arrangements (and related elements).



Labor legislation The Wagner Act

The National Labor Relations Act, 1935 “Bill of rights” for unions Established the National Labor Relations Board

(NLRB) Outlined unfair labor practices

The Taft-Hartley Act The Labor-Management Relations Act, 1947 Amended the Wagner Act Created the Federal Mediation and Conciliation

Service (FMCS) Declared the “closed shop” illegal



Other labor legislation

Landrum-Griffin Act, 1959 Labor and Management Reporting and

Disclosure Act Addressed corruption and misuse of union

funds Racketeering Influenced and Corrupt

Organizations Act (RICO), 1970 Seeks to eliminate influence of organized

crime on unions



EXHIBIT 16–3The labor relations process.



Guidelines for supervisors during a unionizing drive Remain neutral in responses to questions

about your opinion on unionization. If contacted by union representatives or

employees do not look at any materials they attempt to give you.

Prohibit union-organizing activities in the workplace during work hours only if they interfere with work operations.

Prohibit outside union organizers from distributing information in the workplace.



Guidelines (continued)

Do not prohibit employees from distributing information during breaks and lunch periods.

Do not discriminate against any employee involved in the unionization process.

Lookout for union efforts to coerce employees to join and report it to HR.



TIPS for supervisors TIPS reminds supervisors not to:

T-Threaten I-Interrogate P-Promise S-Spy



EXHIBIT 16–4The collective bargaining process.



EXHIBIT 16–5A typical grievance procedure.



When agreement cannot be reached… Strikes

Economic strike Wildcat strike

Lockout Impasse Resolution Techniques:

Conciliation and mediation Fact finding Interest arbitration



Supervisor’s steps in resolving a grievance

1. Listen to the employee’s complaint

2. Investigate to get the facts

3. Make your decision and explain it clearly

4. Keep records and documents

5. Be prepared for appeals

Chapter 16 SUPERVISION and LABOR. 2 Supervision Today! 6 th Edition Robbins, DeCenzo, Wolter © 2010...

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Transcript of Chapter 16 SUPERVISION and LABOR. 2 Supervision Today! 6 th Edition Robbins, DeCenzo, Wolter © 2010...