Human Resource Management

Employee Relations and Organized Labor

Employee Relations

Covers communications, employee participation in management decisions, conflict and grievance resolution, unions and collective bargaining.

CommunicationsEmployee handbook

Implied contract in some statesNepotism

Bulletin boards, memos, newsletters, etc.Electronic

Voice mailE-mailVideo conferencing

MeetingsRetreatsInformal – Management by Walking Around

Employee Relations

CommunicationsFeedback programs

Employee attitudes

Appeals procedures

Employee Assistance Programs (EAP)

Employee Relations

The Job Descriptive Index: Smith, P.C., Kendall, L.M., and Hulin, C.L. (1969). The Measurement of Satisfaction in Work and Retirement. Chicago: Rand McNally.

WORKThink of your present work.

What is it like most of the time? In the blank beside each word or phrase given below, write:

y for "YES" if it describes your work

n for "NO" if it does not describe your work

? if you cannot decide Fascinating Routine Satisfying Boring Good Creative Respected Hot Pleasant

Useful Tiresome Healthful Challenging On your feet Frustrating Simple Endless Gives a sense of accomplishment

PAYThink of your present

pay level. What is it like most of the time? In the blank beside each word or phrase given below, write:

y for "YES" if it describes your pay

n for "NO" if it does not describe your pay

? if you cannot decide Income adequate for normal expenses Satisfactory profit sharing Barely live on income Bad

Income provides luxuries Insecure Less than I deserve Highly paid Underpaid

SUPERVISIONThink of your present supervisor. What

is he/she like most of the time? In the blank beside each word or phrase given below, write:

y for "YES" if it describes your supervisor

n for "NO" if it does not describe your supervisor

? if you cannot decide

Asks my advice Hard to please Impolite Praises good work Tactful Influential Up-to-date Doesn't supervise enough Quick tempered

Tells me where I stand Annoying Stubborn Knows job well Bad Intelligent Leaves my on my own Lazy Around when needed

CO-WORKERSThink of your present co-workers. What are

they like most of the time? In the blank beside each word or phrase given below, write:

y for "YES" if it describes your co-workers

n for "NO" if it does not describe your co-workers

? if you cannot decide Stimulating Boring Slow Ambitious Stupid Responsible Fast Intelligent Easy to make enemies

Talk too much Smart Lazy Unpleasant No privacy Active Narrow interests Loyal Hard to meet

Think of your present promotional opportunities. What are they like most of the time? In the blank beside each word or phrase given below, write:

y for "YES" if it describes your promotional opportunities n for "NO" if it does not describe your promotional opportunities ? if you cannot decide

Good opportunity for advancement Opportunity somewhat limited Promotion on ability Dead-end job Good chance for promotion Unfair promotion policy Infrequent promotions Regular promotions Fairly good chance for promotions

From p. 423 in text

Employee Recognition ProgramsSuggestion Systems

Awards

Employee Relations

Organized Labor

Why unionize?History of U.S. labor movement

1790-1825 First craft unions1806 Philadelphia cordwainers1825-1837 Unions won right to 10 hour day and Tammany Hall adopted free public education, etc.1840-1867 Depression thinned union ranks1870 Secret Order of the Knights of Labor stressed political reform and had 700,000 members in 18861881 SAMUEL GOMPERS first organized AFL1911 - JOHN L. LEWIS UMW and CIOTeamsters 1.4 million members (2004)

Types of shops (security)OpenUnionAgencyClosed

JOHN L. LEWIS

Union Membership in the U.S., Union Membership in the U.S., 1930 - 20001930 - 2000

Union participation rates by state

Union participation rates.xls

Major labor lawsThe Wagner Act (National Labor Relations Act) 1935 PRO LABOR

Created the National Labor Relations Board (NLRB)Identified illegal management practices

– Interfering with rights to form unions, bargain collectively

– Interfering with formation or administration of a union

– Discriminating against an employee to discourage union membership

– Refusing to bargain collectively

Organized Labor

Major labor lawsTaft-Hartley Act 1947 PRO MANAGEMENT

Identified unfair labor practices– Restraining or coercing employees who exercise

their rights– Refusing to bargain in good faith– Featherbedding– Enabling states to enact Right to Work laws

Organized Labor

Major labor laws

Landrum-Griffin Act 1959 Basically a union bill of rights

RequiresEach union to have a bill of rights

Each union must have a constitution

Conflict of interest provisions (reporting to the Department of Labor)

Secret ballot provisions

Fiduciary responsibilities

Mandatory Bargaining TopicsMandatory Bargaining Topics

StrikesEconomic

Wildcat

Lockout

Mediation

Grievance procedure and arbitration