A comprehensive overview of the Closed Shop system, its historical context, types, key events, detailed explanations, and applicability in modern labor relations.
A legally binding agreement resulting from collective bargaining between an employer and a trade union, defining conditions of employment.
A comprehensive exploration of the role, functions, and significance of a Collective Bargaining Agent in labor negotiations.
Concessionary bargaining refers to a negotiation process where unions agree to surrender certain previous gains to secure future benefits or avoid layoffs and company closures.
Corporatism is a political economic system in which economic decisions are achieved through negotiation between centralized corporate bodies representing interest groups, focusing on collective negotiations, social justice, and the preservation of private property.
A body representing employers in a sector of the economy, engaging in collective bargaining, lobbying government, and addressing various workplace issues.
Group Buying refers to the practice where multiple individuals or businesses pool their resources to purchase goods or services in bulk to leverage cost savings and other benefits.
Various forms of collective steps taken by workers, including strikes, to enforce demands or protest.
Labor arbitration is a process whereby a neutral third party is used to resolve disputes between employers and employees, particularly in the context of collective bargaining agreements.
Labor Law encompasses legal frameworks regulating the relationship between employers, employees, and labor unions, including collective bargaining, workers' rights, and employment standards.
A comprehensive exploration of labor unions, focusing on their role in collective bargaining, historical context, types, legal considerations, and their impact on the workforce.
An in-depth exploration of Mandatory Subjects, focusing on wages, hours, and other essential terms of employment that must be legally negotiated.
An agreement between a firm and the union(s) representing its employees that in the event of disagreements which cannot be resolved by negotiation both sides will accept the results of arbitration rather than resorting to strike action.
Organized Labour refers to part of the labour force that belongs to trade unions, which negotiate better terms, represent workers in disputes, and engage in political activities for workers' benefits.
Permissive subjects include topics that parties may negotiate but are not required to, such as internal company policies or procedures.
An in-depth exploration of the primary strike, its historical context, types, key events, detailed explanations, and its importance in labor relations.
A comprehensive guide to understanding the differences between a strike vote and an authorization vote in labor unions, including definitions, examples, historical context, and applicability.
Strikes are work stoppages initiated by employees to advocate for improved working conditions, higher pay, or other employment terms.
An organization of employees formed for collective bargaining with employers over wages, hours, conditions of service, and job security.
Trade unions are organizations that represent workers in various industries, often engaging in dialogue with employers and government bodies to protect and advance workers' rights.
Unfair Labor Practice (ULP) refers to actions by employers or unions that violate the rights of employees related to organizing and collective bargaining. These practices undermine fair labor standards and disrupt harmonious workplace relations.
An organized association of workers formed to protect and further their rights and interests.
Union authorization refers to the formal approval by union leadership to initiate a strike, representing a critical process in labor relations and workers' rights.
Union dues are the regular payments made by union members to support the union's activities and operations. These fees are essential for the union to effectively represent its members in areas such as collective bargaining, legal representation, and advocacy.
A comprehensive look into Union Security Agreements, their types, historical context, key events, legal implications, and significance in labor relations.
A Union Shop Clause requires workers to join the union within a specific period after starting their employment, fostering collective bargaining and labor unity.
Unionization is the process of organizing workers into unions to collectively bargain for better working conditions.
An occupation or workplace where the workers are organized in a trade union, which is recognized as representing them in negotiations with employers over pay and working conditions.
Wage rigidity refers to the phenomenon where wage rates do not adjust to clear the labor market promptly, often due to factors like long-term contracts and collective bargaining. This article delves into its causes, effects, historical context, and significance in economics.
Wage Round refers to a period of regular pay negotiations, usually when the employees are unionized. It involves discussions between the employees' representatives (typically unions) and the employers to determine wages and benefits.
The Wagner Act, officially the National Labour Relations Act of 1935, empowered American workers by granting them the right to form unions and engage in collective bargaining while establishing the National Labour Relations Board to oversee union certification and investigate violations.
An agency shop is a type of labor relations arrangement where employees must pay union fees even if they are not union members. This setup is typically stipulated in collective bargaining agreements and can vary based on state laws.
Automatic checkoff is a process where union dues and other assessments are automatically deducted from an employee's salary by the employer and remitted to the labor union. This is often the result of collective bargaining agreements.
Detailed explanation of a bargaining agent, including certification process, roles, and comparison with related terms in labor relations.
Boulewarism, named for the General Electric vice president who pioneered this practice, involves management presenting take-it-or-leave-it offers directly to union members during collective bargaining. This practice was ruled illegal under the Wagner Act.
Certification Mark refers to an officially issued or authorized license for various activities by the government or its authorized units. In labor relations, it signifies formal recognition of a union's status as the recognized collective bargaining agent.
Detailed overview of compulsory arbitration, involving the submission of labor disputes to neutral third parties for resolution. Learn about the history, process, implications, and critiques of binding arbitration.
A deferred wage increase is the delay in the implementation of a negotiated wage increase, commonly used in collective bargaining. This tactic benefits both management and labor by saving immediate costs for management while allowing labor to claim a future gain.
Grievance refers to one's allegation that something imposes an illegal burden, denies some equitable or legal right, or causes injustice. An employee may be entitled by a collective bargaining agreement to seek relief through a grievance procedure.
Comprehensive analysis of individual bargaining dynamics compared to collective bargaining, including key considerations and examples.
An International Union is a labor organization that maintains affiliated locals in multiple countries, promoting workers' rights globally.
Understanding the significance, types, and implications of labor agreements in shaping the terms and conditions of the work environment.
Labor Union: An association of workers aimed at collective bargaining with employers concerning employment terms and conditions.
A local union represents the bargaining unit in an organization, holding significant authority over the work environment compared to the national union.
A detailed overview of Management Prerogative, defining its scope, historical context, examples, applicability, and related terms.
A comprehensive look at mandatory subjects in collective bargaining such as hours, medical benefits, pensions, and wages, and their implications when one party refuses to negotiate.
Multiemployer bargaining is an association of employers in the same industry who bargain with labor as a collectivity; also called association bargaining. This pattern of bargaining is characteristic of several industries, including maritime trades, printing, longshoring, trucking, clothing manufacture, construction, and coal mining.
Detailed exploration of multiple shops, where both professional and nonprofessional employees are represented in the same bargaining unit, including legal requirements, historical context, and implications.
The National Labor Relations Act (NLRA), also known as the Wagner Act of 1935, is a federal statute that established collective bargaining and created the National Labor Relations Board (NLRB) to supervise elections and combat unfair labor practices.
The National Mediation Board, established by the Railway Labor Act in 1926, is a three-member board responsible for designating the bargaining representative for any bargaining unit within the railway or air transport industries.
Comprehensive insights into the definition, types, historical context, and significance of National Unions, along with examples and related terms.
The National Labor Relations Act (NLRA), also known as the Wagner Act, is a foundational statute in United States labor law that protects the rights of employees and employers, encourages collective bargaining, and curtails certain private sector labor and management practices, which can harm the general welfare of workers, businesses, and the U.S. economy.
A comprehensive guide to the no-strike clause in union agreements, its implications, and processes involving binding arbitration.
Pattern Bargaining involves individual employee unions and employers reaching negotiated agreements based on a collective bargaining settlement developed elsewhere. It can be national, regional, strong, or weak, affecting the uniformity of agreements.
A primary boycott encompasses union actions to prevent the use, purchase, or transportation of an employer's products, goods, or services without involving third parties.
A Reopener Clause provision allows for the reopening of a collective bargaining contract before its expiration under certain conditions, often related to changes in economic factors like the Consumer Price Index.
Comprehensive coverage of retroactive policies, including definitions, examples, and related terms.
A Shop Steward is a union member elected by fellow union members to represent them in discussions and negotiations with management regarding grievances, requests, and labor conditions.
A comprehensive overview of strike votes, their significance in labor unions, procedure, and implications for both employees and employers.
A comprehensive overview of trade unions, including their purpose, historical context, types, importance, and related terminology.
A detailed exploration of Union Contracts, including their definition, types, historical context, and applications in labor agreements.
An in-depth overview of Union Rate, its establishment through collective bargaining, types, historical context, and implications in various industries.
An employment contract expressly prohibiting union affiliation under pain of dismissal, historically declared unenforceable by federal and state statutes.
Comprehensive insight into labor unions, covering definition, historical significance, and real-world examples to understand their role in representing workers' collective interests.
Explore the concept of organized labor, the formation and role of unions, and the significance of collective bargaining in improving wages and working conditions for workers.
