HRT 350 Lecture Notes - Lecture 14: National Labor Relations Board, Bargaining Power, Problem Solving

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Creating a Union-Free Environment
Why union-free matters?
Bargaining power
Dedicated personnel to deal with union issues: costs associated with salary and the hours
Attorney fees for union issues (contracts even if no law suits)
Manager-employee relationships
Union-member and non-member relationships
Brand and company image
Expense on public relationships
Change #1
Paid union organizers collect signatures -> NLRB Certification: employer must
recognize union and bargain
Collective Bargaining (Old Law)
What happens when a union gets in?
o Employer must bargain in good faith
o No obligation to make concessions
o NLRA doesn’t dictate contract terms
Change #2 guaranteed union contracts
Bargaining starts in 10 days
After 90 days of failed bargaining, go to mediation
After 30 days of mediation, go to mandatory arbitration
Government appointee sets contract:
o Wages
o Work rules
o Benefits
o Start times, etc.
Union gets more
Other Changes
no penalties” for misconducts -> civil penalties (up to $20,000/violation)
remote e-voting
Why employees join labor unions
economic security
comfortable working conditions
control over own work
poor grievance and communication systems
job secuiryt
inconsistent policy enforcement
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