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Gross profit margin
measures the difference between what it costs to produce a product and the selling price
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SWOT analysis
vehicle for collecting information on an organization's current strenghts, weaknesses, opportunities, and threats.
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Mission statement
specifics what the company does, who its customers are, and the priorities it ha set in pursuing its work
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Absenteeism
time lost when employees do not come to work
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AD Hoc Arbitrator
case-by-case
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Agency Shop Clause
don't join a union but still pay
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Alley doctrine
neutral employer as strike breaker
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Alter Ego Doctrine
employer secondary or neutral in labor dispute
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Arbitration
determination made by 3rd party
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Associate membership
membership outside traditional local union
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Authorization cards
signed by 30% of employees
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Bargaining orders
ULP exist may require bargain with the union (excepted by both parties)
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Bargaining orders
ULP exist may require bargain with the union (excepted by both parties)
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Behavioral Observation Scale (BOS)
measure behavior against level of performance and also measures the frequency with which the behavior occurs
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Behaviorally Anchored Rating Scale (BARs)
measure behavior against levels of performance
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Bias
appraiser's values, beliefs, or prejudices distort ratings
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Binding arbitration
occurs when a dispute is submitted to an arbitrator and the decision is mandatory and must be accepted by both parties
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BFOQ (Bona Fide Occupational Qualification)
legitimate reason why an employer can exclude persons on otherwise illegal bases of consideration
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Cease and desist orders
remedy for unfair labor practices - discontinue any illegal practices
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Central Tendency
refers to a performance appraisal error in which an appraiser rates all employees within a narrow range, regardless of differences in actual performance (narrow range)
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Checklist
appraiser is given a list of statement or words and checks the items which describe the characteristics and performance of an employee
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Closed shop
condition of employment (join union before you can be hired)
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Coalition bargaining
more than one employer negotiates with a union
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Collective bargaining
management and labor negotiates over wages, hours and condition of employment
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Common situs picketing
primary affect secondary (common premises)
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Compulsory arbitration
law requires parties situation to be submitted to arbitration
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Consent election
pre-election hearing
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Constructive discharge
deliberately makes conditions intolerable so an employee will quit
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Strikes
workers refuse to work
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Suggestion systems
obtaining employee input and upward communication
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Survelliance
an ULP focuses its survelliance efforts on union activity
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Sweetheart contracts
outlawed by the Taft Hartley Act - company sponsored labor organizations
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Sympathy Strike
expresses one union's support for another involved in a dispute
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Tardiness
refers to time lost when employees report to work late
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Termination
is the voluntary or involuntary discharge of an employee
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Threat of Reprisal
threat that is intended to intimidate or coerce employees
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Tripartite Panel
three member arbitration
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Unfair Labor Practices (ULP)
violations of specific provisions of the NLRA that may be committed by either the employer or the union
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Union Shop
employee join a union within 30 to 60 days after being hired (U = joined)
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Unlawful Circumvention
employers attempts at direct communication with employees begin at the same time as contract negotiation
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Voluntary arbitration
both parties agree to submit their differences to arbitration
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Voluntary retirement
frequently offered with additional benefits to sweeten the choice, occurs when an organization anticipates layoffs and wants to reduce the numbers of affected employees
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Voter eligibility
must be on payroll before the date of the election
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Wildcat strikes
work stoppages without approval of union leadership in violation of a no-strike clause
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Yellow Dog Contract
contracts that force employees to agree not to join a union or participate in any union activity
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Zipper Clause
both parties waive the right to demand bargaining on any matter not dealt with in the contract
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