BusinessCh12.txt

an employee organization whose main goal is representing its members in employee-management negotiation of job-related issues (p. 318)

an organization of skilled specialists in a particular craft or trade (p. 319)

the first national labor union; formed in 1869 (p. 320)

an organization of craft unions that championed fundamental labor issues; founded in 1886 (p. 320)

labor organizations of unskilled and semiskilled workers in mass-production industries such as automobiles and mining (p. 320)

union organization of unskilled workers; broke away from the American Federation of Labor (AFL) in 1935 and rejoined it in 1955 (p. 320)

a type of contract that required employees to agree as a condition of employment not to join a union; prohibited by the Norris-LaGuardia Act in 1932 (p. 320)

the process whereby union and management representatives form a labor-management agreement, or contract, for workers (p. 321)

formal process whereby a union is recognized by the National Labor Relations Board (NLRB) as the bargaining agent for a group of employees (p. 321)

the process by which workers take away a union's right to represent them (p. 321)

agreement that sets the tone and clarifies the terms under which management and labor agree to function over a period of time (p. 323)

provision in a negotiated labor-management agreement that stipulates that employees who benefit from a union must either officially join or at least pay dues to the union (p. 323)

clause in a labor-management agreement that specified workers had to be members of a union before being hired (was outlawed by the Taft-Hartley Act in 1947) (p. 323)

clause in a labor-management agreement that says workers do not have to be members of a union to be hired, but must agree to join the union within a prescribed period (p. 324)

clause in a labor-management agreement that says employers may hire nonunion workers; employees are not required to join the union but must pay a union fee (p. 324)

legislation that gives workers the right, under an open shop, to join or not join a union if it is present (p. 324)

agreement in right-to-work state that gives workers the option to join or not join a union, if one exists in their workplace (p. 324)

a charge by employees that management is not abiding by the terms of the negotiated labor-management agreement (p. 325)

union officials who work permanently in an organization and represent employee interests on a daily basis (p. 326)

the range of options between the initial and final offer that each party will consider before negotiations dissolve or reach an impasse (p. 326)

the use of a third party, called a mediator, who encourages both sides in a dispute to continue negotiating and often makes suggestions for resolving the dispute (p. 326)

the agreement to bring in an impartial third party (a single arbitrator or a panel of arbitrators) to render a binding decision in a labor dispute (p. 327)

a union strategy in which workers refuse to go to work; the purpose is to further workers' objectives after an impasse in collective bargaining (p. 327)

when workers in a critical industry return to their jobs while the union and management continue negotiations (p. 328)

when a union encourages both its members and the general public not to buy the products of a firm involved in a labor dispute (p. 328)

an attempt by labor to convince others to stop doing business with a firm that is the subject of a primary boycott; prohibited by the Taft-Hartley Act (p. 329)

an attempt by management to put pressure on unions by temporarily closing the business (p. 329)

a court order directing someone to do something or to refrain from doing something (p. 329)

workers hired to do the jobs of striking workers until the labor dispute is resolved (p. 329)

concessions made by union members to management; gains from labor negotiations are given back to management to help employers remain competitive and thereby save jobs (p. 329)

unwelcome sexual advances, requests for sexual favors, and other conduct (verbal or physical) of a sexual nature that creates a hostile work environment (p. 335)