BHR 4350 Collective Bargaining

Unit I Assessment

·         Question 1

5 out of 5 points

	There are many reasons why employees decide to join/form a union. The "bread and butter" issue for most workers is __________.
	Selected Answer: wages and benefits Correct Answer: wages and benefits

·         Question 2

5 out of 5 points

	The __________ has jurisdiction over persons when there is a labor dispute affecting commerce or when there is a controversy involving an employer, employee, or labor organization.
	Selected Answer: National Labor Relation Board (NLRB) Correct Answer: National Labor Relation Board (NLRB)

·         Question 3

5 out of 5 points

	Which of the following is a written signed document between an employer entity and a labor organization specifying the terms and conditions of employment for a specified period of time?
	Selected Answer: Collective bargaining agreement Correct Answer: Collective bargaining agreement

·         Question 4

5 out of 5 points

	Which of the following refers to the process between management and unions or employees to make decisions in the workplace?
	Selected Answer: Labor relations Correct Answer: Labor relations

·         Question 5

5 out of 5 points

	Which type of union is governed by the Railway Labor Act, which differs somewhat from the NLRA?
	Selected Answer: Transportation Correct Answer: Transportation

Question 6

Describe the different types of labor unions, how labor relations are related to labor unions, and their impact within various industries. Your response should be at least 400 words in length

Question 7

Identify and discuss why employees join unions. What do you believe are the major pros and cons of unions today? If you had a choice, would you recommend union formation within your organization? Why or why not? Your response should be at least 400 words in length

Question 8

Discuss the purpose of the National Labor Relations Act (NLRA) and the National Labor Relation Board (NLRB). Identify and discuss NLRB jurisdictions and the tests that must be met before the NLRB is empowered to act. Your response should be at least 400 words in length

Unit II Assessment

Question 1

According to the reading in this unit, there have been some noted differences among private sector and public sector labor relations. Discuss in detail how public employees’ rights generally differ from those of private sector employees. Discuss right to strike and its impact on private and public employees. Identify and explain some of the challenges of public sector collective bargaining. Your response should be at least 400 words in length.

Question 2

Several national labor policies were created with the establishment of unions. Discuss the impact of the Norris-LaGuardia Act, The Wagner Act, Executive Order 10988, Women’s Trade Union League, and Fair Labor Standards Act. What circumstances prompted Congress to pass these acts along with the Taft-Hartley Amendments and the Landrum-Griffin Act? What are the key provisions of these acts? Your response should be at least 400 words in length

Question 3

Describe the onset of the American labor movement, and explain how it relates to the growth of national unions. Your response should be at least 200 words.

Unit III Assessment

Question 1

Realizing every workforce is different, identify and discuss the four basic steps involved in launching a union organizing campaign. Does this differ in the public and private sector? Explain. Your response should be at least 300 words in length

Question 2

Identify and discuss in detail the steps in a secret ballot representation election. Who initiates this process? Explain. Your response should be at least 300 words in length

Unit III Case Study

Read Case Study 4-1, “Salting,” on pages 155-156 of your textbook. Then, address the following:  

1. Explain how the company’s treatment of both the “covert” and “overt” salts applications for jobs compares to the recommended counter-salting steps for employers.

2. Would either the “covert” or the “overt” salts in this case satisfy the NLRB ruling that applicants for employment must be genuinely interested in seeking employment before claiming protection under the NLRA? 

3. Does the company’s opposition to becoming a union shop indicate that there was anti-union animus in refusing to consider the “overt” salts for employment?

Your response should be a minimum of 150 words per question. All sources used, including the textbook, must be referenced; paraphrased and quoted material must have accompanying citations in APA format.

Unit IV Assessment

Question 1

Generally why do both management and the union favor no-strike, no-lockout provisions? Discuss commonly used methods for peacefully resolving a negotiation impasse, and explain the advantages and disadvantages of each. Your response should be at least 400 words in length

Question 2

Discuss how negotiators prepare for negotiations. Explain the distributive and integrative bargaining approaches. How do these methods differ? When would a negotiator likely choose each? Your response should be at least 400 words in length

Unit IV Article Review  

Using the CSU Online Library, locate an article from a scholarly journal or industry magazine about a specific arbitration case, involving a union or non-union, related to the topics introduced in Chapter 5 of your textbook. Some topics to consider, but not limited to, bargaining, negotiations, norms, and zone of possible agreement. The article must have been published in the past five years. The format for the article critique is as follows:

·         Article Title

·         Journal Name and Date

·         Key Points: (Five to seven key ideas from the article)

·         Summary: (Two to three paragraphs summarizing the article in your own words)

·         Personal Evaluation: (Two to three paragraphs highlighting the relevance of this article to your position or occupation, your agreement or disagreement with the author and/or findings, and any additional insights you may have.)

Note: The arbitration does not need to be one specifically related to your occupation. It can involve any job field

Your response must be a minimum of two pages. All sources used, including the textbook, must be referenced; paraphrased and quoted material must have accompanying citations in APA format

Unit V Assessment

Question 1

According to the reading, the company has a financial obligation to its employees. The issue of organizations having the ability to pay the employees can be an important factor during the negotiation process. In efforts to make certain the organization has the ability to meet the financial responsibility to the employees, some things should be considered. Not only do the organization look at the financial obligation, they should also look at the worth or importance of the job. Within the reading, some processes that can be done to accomplish this goal has been mentioned. Based on what you have learned in this unit, define job analysis. Identify and discuss in detail two things that are a result of the job analysis. Your response must be at least 200 words in length.

Question 2

Social security, unemployment insurance, and workers’ compensation are employee benefits required by law and are not negotiated. Based on the reading in this unit, identify and discuss the 5 groups of those benefits that are mandatory issues for negotiations. Provide an example of each. Your response should be at least 200 words in length

Unit VI Assessment

Question 1

Describe how NLRB rulings have impacted job security and workplace seniority? Your response should be at least 400 words in length

Question 2

What are the key issues in an employee alcohol- and drug-testing program? Identify the types of drug testing used by employers, and explain the general steps followed when performing drug tests. Discuss the employee’s attitudes toward drug testing. Your response should be at least 400 words in length.

·         Question 3

50 out of 50 points

	Match each description to the correct term.
	o      Question Correct Match Selected Match _____________ have generally been used because they are easy to develop and provide an objective, unambiguous means of considering employees when job openings occur.  J.  Seniority systems  J.  Seniority systems May be defined as arranging to make goods or perform services with another firm that could be accomplished by the bargaining unit employees within the employer’s current facility.  K. Subcontracting/outsourcing  K. Subcontracting/outsourcing This senior-based procedure became a common layoff and recall decision criteria.  E. Last hired/first fired rule  E. Last hired/first fired rule Contract provisions that specify how seniority, ability, and other factors will be used to determine the order of employee temporary job layoffs and recalls.  I. Layoff and recall rights  I. Layoff and recall rights Occurs when employees with greater seniority whose jobs have been phased out have the right to displace employees with less seniority.  D.  Bumping  D.  Bumping Supreme Court upheld a CBA seniority system even though the layoffs adversely affected blacks hired under a court order to remedy past discrimination.  H.  Stotts case  H.  Stotts case The process of a company posting notices of new job positions to give permanent employees the opportunity to apply.  M.  Job bidding  M.  Job bidding A new job security issue appearing in more newly negotiated agreements and in more discipline cases. Many employers, private and public sectors,       have created policies to limit its use in the workplace. Violation of such policies can lead to termination.  G.  Social media  G.  Social media Include the rights to remain employed during times of layoffs, rights to promotion opportunities, and to a fair hearing in cases involving discipline, as well as the need to have work performed by employees within the company rather than subcontracting or increasing the use of automatic equipment.  C.  Job security  C.  Job security Involvement that creates an environment in which people have an impact on decisions and actions that affect their workplace, not the terms and conditions of their employment.  B.  Employee teams  B.  Employee teams

Unit VII Case Study

Read Case Study 11-2, “Sleeping on the Job,” on pages 426-427 of your textbook. Then, answer the following questions:

1. Should the company’s treatment of the grievant for the first two “sleeping on the job” incidents influence the outcome in this case? Explain.

2. Did the Company have just cause to dismiss the grievant for violating safety rules when in each instance cited, the truck was out of gear with the safety brake on?

3. Is the union’s argument that the grievant just appeared to be “sleeping” creditable in the absence of any testimony of support by the backhoe driver, a fellow union member?

Your response should be a minimum of 150 words per question. All sources used, including the textbook, must be referenced; paraphrased and quoted material must have accompanying citations, and cited per APA guidelines

Unit VIII Assessment

Question 1

How does an arbitrator determine that a company had just cause for taking a disciplinary action? What remedy might an arbitrator choose if a company did not have just cause? Will the process be different if the organization does not have union representation? If so how? Your response should be at least 300 words in length.

Question 2

By what means can collective bargaining agreements be enforced? Discuss the five principles that govern the arbitration of grievances under collective bargaining. What measures are utilized in non-union environments? Your response should be at least 300 words in length.

·         Question 3

50 out of 50 points

	Match each description to the correct term.
	o      Question Correct Match Selected Match Workers who cross picket lines to work when union employees are on strike.  J.  Scabs  J.  Scabs The challenge of whether a disputed issue is subject to arbitration under the terms of the contract.  C.  Arbitrability  C.  Arbitrability Sufficient or proper reasons for which management has the right to discipline or       discharge employees.  H.  Just cause  H.  Just cause A Supreme Court ruling that a union employee has the right to request the presence of a union official during a meeting with management if the meeting may involve a discipline issue.  I. Weingarten rule  I. Weingarten rule Recognition of the bargaining history of those in the same industry to determine the respective rights of the parties involved in a labor dispute.  L. Common law of the shop  L. Common law of the shop Certain actions taken by employers or unions that violate the NLRA.  E. Unfair labor practices  E. Unfair labor practices Process in which the parties involved agree to submit an unresolved dispute to a       neutral third party, shoes? decision is final and binding.  K.  Arbitration  K.  Arbitration Unlawful means of conducting a strike.  N.  Sickout  N.  Sickout Submission to arbitration for the interpretation or application of current contract terms.  M. Rights arbitration  M. Rights arbitration Three 1960 Supreme court rulings that upheld the grievance arbitration process and limited judicial intervention.  A. Steelworkers’ trilogy  A. Steelworkers’ trilogy