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1. Human Resource Management TENTH EDITON Union-Management Relations © 2003 Southwestern College Publishing. All rights reserved. PowerPoint Presentation by Charlie Cook Chapter 17 SECTION 5 Employee Relations and Global HR Robert L. Mathis  John H. Jackson

4. Factors Leading to Employee Unionization Figure 17 –1

5. Typical Division of HR Responsibilities: Labor Relations Figure 17 –2

6. Union Structure

7. Union Membership as Percentage of the U.S. Workforce Figure 17 –3 Source: Bureau of Labor Statistics, U.S. Department of Labor.

8. Reasons for Union Decline in the U.S. Geographic Changes Deregulation Foreign Competition More Available Labor Union Decline Industrial Changes Workforce Changes

9. Union Membership by Industry Figure 17 –4 Source: U.S. Department of Labor, Bureau of Labor Statistics.

10. Union Targets for Membership Growth Union Organizing Professional Unions Contingent and Part-time Workers Low-Skilled Workers

12. The National Labor Code Figure 17 –5

14. Labor Relations: Key Terms

15. Right-to-Work States Figure 17 –6

16. Typical Unionization Process Figure 17 –7

17. Unionization: Key Terms

19. Legal Do’s and Don’ts for Managers During the Unionization Process Figure 17 –8

20. Collective Bargaining Relationship Continuum Figure 17 –9

21. Collective Bargaining: Key Terms

24. The Bargaining Process Preparation and Initial Demands Continuing Negotiations Settlement and Contract Agreement Strikes and Lockouts Bargaining Impasse Conciliation Mediation Arbitration

25. Typical Items in a Labor Agreement Figure 17 –10

27. Union-Management Cooperation Issues Employee Ownership (ESOPs) Cooperation and Joint Efforts Employee Involvement (Teams) Union-Management Cooperation

29. Typical HR Responsibilities: Grievance Management Figure 17 –11

30. Steps in a Grievance Procedure Figure 17 –12