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

• School: Cal Poly Pomona
• Department: Hospitality Management
• Course: HRT 350
• Professor: Linchi Kwok

Document Summary

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, employer must bargain in good faith, no obligation to make concessions, nlra doesn"t dictate contract terms. Other changes: no penalties for misconducts -> civil penalties (up to ,000/violation) remote e-voting. Why employees join labor unions respect: economic security, comfortable working conditions, control over own work, poor grievance and communication systems job secuiryt inconsistent policy enforcement, unfair treatment, dissatisfaction with management. What to do #1: philosophy statement: create a non-union philosophy statement, communicate: why it is important to remain union-free leaders must embed vision into company culture. What to do #2: supervisor training: act now, supervisors must trained on card signing, positive employee relations training. What to do #3: handbook & policy: union-free statement (cannot use prohibit or words alike, bulletin board policy, e-mail policy, social media policy, confidentiality of wages.