2. Welcome
To
“Excellence Explorer”
Presentation

3. Shahriar Razin
Group Coordinator of EEXX
ID- 115406

4. Chapter- 15
Labor Relations
and Collective
Bargaining

5. Role of Unions
 In the U.S., most workers act as individuals to select
jobs that are acceptable to them and to negotiate pay,
benefits, flexible hours, and other work conditions.
 At times, workers have believed their needs and
interests do not receive enough consideration from
management.
 One response by workers is to act collectively by
forming and joining labor unions.

6. Unions and Labor
Relations Unions – organizations
formed for the purpose
of representing their
members’ interests in
dealing with employers.
 Labor relations – field
that emphasizes skills
managers and union
leaders can use to
minimize costly forms of
conflict (such as strikes)
and seek win-win
solutions to
disagreements.

7. Labor relations involves three levels
of decisions:
1. Labor relations strategy
2. Negotiating contracts
3. Administering contracts

8. National and International
Unions
American Federation of
Labor (AFL)
Craft Unions
AFL-CIO
Congress of Industrial
Organization (CIO)
Industrial Unions

9. Sumona Jahan
ID- 105454

10. Major Law
 1926- Railway Labor Act
 1935- National Labor Relations Act (Wagner Act)
 1947- Labor Management Relations Act (Taft-
Hartley Act)
 1962- Executive Order 10988
 1970- Postal Re-organization Act
 1974- Health Care Amendments
 1978- Civil Service-Reform Act

11. Jarin Tasnim
ID- 115402

12. NLRB Process
Union form for reducing unfair labor practice.
Exclusive bargaining representative or Duty of fair
representative.
Organizing committee is formed among the workers early in
the process.
Voluntary reorganization.
Certification.
Bargaining units.
Community of interest.

13. The NLRB Organization
Process
Employee contact
Union
Union field
representative contacts
employee
Authorization card
campaign

14. Organizing effort
fails
Continue
authorization
campaign
Petition for an
election
Union recognized
process
Recognized denied
<30% <50% >50%
Continue
authorization
campaign
Petition for an
election

15. Petition for an election
NLRB determines bargaining unit
Campaign
NLRB holds election
Union gets <50% Union gets>50%
Organizing barred
for one year
Union certified
bargaining begins

16. Sonia Akter
ID- 105486

17.  The certification of a union as an exclusive
bargaining representative simultaneously triggers
the employee’s right and the employers duty to
bargain collectively over rates of pay, wages, hours
of employment, or other conditions of
employment
WHAT UNIONS DO WHEN THEY
ARE FORMED:Collective
bargaining

18.  Pattern Bargaining:Historically pattern bargaining
has had the effect of taking such factors as wges
out of the competitive matrixfor employers in the
same industry.
 Multiemployer Bargaining: A higher level of
centralization occurs when several employers
combine negotiateacommon agreement with a
union.
Structure of bargaining

19.  What is the likelihood of reaching a settlement?
 Can awarkstoppage be avoided?
 Is intervention by third party mediator needed?
 If a work stoppage appears likely,how will it be
managed?
Contract Negotiations

20.  Distributive Bargaining: This is zero sum
negotiations, in which one party’s gain is other
party’s loss.
 Integrative Bargaining: In this situations one
party’s gain is need not translate another party’s
loss. Integrative bargaining can result in
collaborative problem solving in which both
parties come out ahead.
 Intraorganizational Bargaining: Intraorganizational
bargaining is the process of resolving differences
among members of the same party.
TYPES OF BARGAINING

21. Md. Ahasan Habib
ID- 105478

22. SCOPE OF
BARGAINING
The scope of bargaining is defined as the range of
items over which the practices negotiate.

23. Types of Bargaining Items
Mandatory Items
Permissive Items
Illegal Items
Copyright © Houghton Mifflin Company. All rights
reserved.
15–23

24. Bargaining Items with
Examples

25. ECONOMIC ISSUE
The economic matters commonly discussed in negotiations
may be divided two subgroups:
 Wages
Benefits

26. NONECONOMIC
ISSUE
A number of issues may arise in the
noneconomic area, including
 Work rules
 Job security
 Quality of Wok Life
 Management Rights
 Union security

27. Management Rights Clause
Management Rights which, reserves to management certain
decision-making process. For instance, these clauses may give
management alone the right to decide on the types of
products to produce or services to deliver, to supervise
employees, to control production processes.

28. Union security Clause
These arrangements ensure that
nonunion members of bargaining
units will assume at least part of
the cost of union representation.
The union shop Agency shop

29. Fatema Tuj Johura
ID- 115401

30. Labor Strike Activity
Strike means concerted action resulting in a cessation of work, a
refusal to work or to continue to work by employees, or a slow-
down or other concerted activity of employees that is designed to
or does limit production or services, but does not include an act or
omission required for the safety or health of employees, or a
refusal to work.

31. Level of strike activity
Thousands of contract negotiations take place each
year. Historically, most contract negotiations have
resulted in a settlement without strike. The estimate is
that strikes occurs less than 2 or 3 percent of
negotiation. Strikes are more likely to occur in larger
bargaining unit.

32. Major work stoppages in the United
States (2006-2012)*
Period
Number of work
stoppages beginning
period
Numbers of workers
involved
in
(thousands)
Number(thousands)
Work time lose in
(%)
2012 19 148 1131 0.22
2011 19 113 1020 0.16
2010 11 45 302 0.20
2009 5 13 124 0.17
2008 15 72 1954 0.30
2007 21 189 1265 0.18
2006 20 70 2688 0.35

33. Types of strike and rights of strikers
Section 7of the NLRA grants workers a legal right to strike,” to
engage in other concerted activity for the purpose of collective
bargains or mutual aid or protection”. Three types discussed
here the-
Economic strike
Unfair labor practice strikers
Wildcat strike

34. Types of strike and rights of strikers
Economic strike:
An economic strike is an event in which all efforts at producing goods and
services through labor are temporarily shut down.
Unfair labor practice strikers:
Employees who strike to protest an unfair labor practice committed by
their employer are called unfair labor practice strikers.
Wildcat strike:
When employees go on strike without union
authorization, however, their action is called a wildcat strike.

35. Permanent replacements of
workers
Section 7of the NLRA grants workers a legal right to strike
.The NLRA prohibits employers from firing employees who go
on strike. However, an employer may hire replacement
workers if it desires to continue to operate during a strike.
Furthermore, the employer has the right to make these
replacements permanent at any time during the strike. Once
the employer makes the replacements permanent,
employees have no right to return to their jobs if they decide
to end the strike.

36. Moniya Akter
ID- 115457

37. Preventing Strike
Alternative Dispute Resolution:
1. Mediation:
 A neutral third party
 Having no binding authority
2. Interest Arbitration:
 To make binding decision
 Rarely used in private sector
 Widely used in public sector

38. Interest Arbitration:
1. Nonbinding:
 Sometimes called advisory arbitration or fact
finding
 parties are not committed to accepting the
arbitrator’s award
2. Binding:
 Both parties are committed to accepting the
arbitrator’s award

39. Binding Arbitration:
1. Conventional Interest Arbitration:
 Free to impose whatever settlement he or she
deems reasonable
 Producing some unfortunate effect such as
“chilling effect” and “narcotic effect”
2. Final offer arbitration
 Forcing labor & management in negotiation
 No opportunity to Split the difference

40. Final Offer Arbitration
1. By Issue:
 Popular in many state law
 One offer on each item
2. By Package:
 Accepts the final position of one party or other
 Seldom used

41. National Emergency Dispute
Procedures:
 Provided by the Taft-Hartley Act
 Prohibit the strike for Eighty days
For examples: Coal mining, Atomic energy,
Maritime, and Long shoring industries.

42. Md. Shahadot Hossain
ID- 115411

43. Grievance procedure
 Administering contract:
Though a contract is made only when the both
parties are agreed together, but there is always
room for disagreement about how the agreement
should be interpreted and applied in specific
cases. If an employee thinks that his or her rights
under the contract have been violated, he may file
a grievance. Actually grievance procedure is a
process of resolving disagreements about contract
administration.

44. Steps in grievance
procedure
 There are 5 steps in grievance procedure-
Step 1 :
* Notify to foreman.
* After 2 working days it will be written on a form.
Step 2 :
* Written grievance shall be presented to the
foreman or the general foreman and a copy sent to
the personal office.
* Within 2 working days he will call a meeting.
Step 3 :
* The written grievance shall be presented to the
departmental superintendent.
* Hold a meeting within 5 working days.

45. Step 4 :
* The union committee and an international
representative of the union shall meet with the
Management committee.
Step 5 :
* A representative of the UNION shall meet
within 5 working days with a representative of the
company for the purpose of selecting an arbitrator.
* An arbitrator shall be selected within 5 working
days.
* The decision of the arbitrator shall be final and
binding on all parties.
* Any necessary expense incident to the
arbitration shall be paid jointly by the company and
the UNION.

46. Grievance arbitration
 Most grievances are settled through the early
steps, but when no mutually acceptable resolution
is reached between the parties themselves, 96
percent of contracts specify binding grievance
arbitration as the final step. Nearly all contracts
limit the arbitrator to interpreting the existing
contract. The arbitrator is not allowed to change or
amend the contract in any way but merely to
clarify and apply its provisions.

47. Md. Rejaunnobi
ID- 115403

48. THE ROLE OF LABOR RELATION IN
HRM
► Know about labor law and labor relation
► Conversant with labor law
► Experts are responsible for educating management and supervisors
► Relationship between managers & workers
► Ensure that wages are fairly administered & competitive with other
employees
► Voice mechanism

49. Thank you
Everyone
for
being patience.