PHR/SPHR

measures the difference between what it costs to produce a product and the selling price

vehicle for collecting information on an organization's current strenghts, weaknesses, opportunities, and threats.

specifics what the company does, who its customers are, and the priorities it ha set in pursuing its work

time lost when employees do not come to work

case-by-case

don't join a union but still pay

neutral employer as strike breaker

employer secondary or neutral in labor dispute

determination made by 3rd party

membership outside traditional local union

signed by 30% of employees

ULP exist may require bargain with the union (excepted by both parties)

ULP exist may require bargain with the union (excepted by both parties)

measure behavior against level of performance and also measures the frequency with which the behavior occurs

measure behavior against levels of performance

appraiser's values, beliefs, or prejudices distort ratings

occurs when a dispute is submitted to an arbitrator and the decision is mandatory and must be accepted by both parties

legitimate reason why an employer can exclude persons on otherwise illegal bases of consideration

remedy for unfair labor practices - discontinue any illegal practices

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)

appraiser is given a list of statement or words and checks the items which describe the characteristics and performance of an employee

condition of employment (join union before you can be hired)

more than one employer negotiates with a union

management and labor negotiates over wages, hours and condition of employment

primary affect secondary (common premises)

law requires parties situation to be submitted to arbitration

pre-election hearing

deliberately makes conditions intolerable so an employee will quit

workers refuse to work

obtaining employee input and upward communication

an ULP focuses its survelliance efforts on union activity

outlawed by the Taft Hartley Act - company sponsored labor organizations

expresses one union's support for another involved in a dispute

refers to time lost when employees report to work late

is the voluntary or involuntary discharge of an employee

threat that is intended to intimidate or coerce employees

three member arbitration

violations of specific provisions of the NLRA that may be committed by either the employer or the union

employee join a union within 30 to 60 days after being hired (U = joined)

employers attempts at direct communication with employees begin at the same time as contract negotiation

both parties agree to submit their differences to arbitration

frequently offered with additional benefits to sweeten the choice, occurs when an organization anticipates layoffs and wants to reduce the numbers of affected employees

must be on payroll before the date of the election

work stoppages without approval of union leadership in violation of a no-strike clause

contracts that force employees to agree not to join a union or participate in any union activity

both parties waive the right to demand bargaining on any matter not dealt with in the contract