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COM 322 - Chapter 10 Notes

COM 322 - Chapter 10 Notes - YellowDogContract...

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COM 322 – Chapter 10 Notes Yellow Dog Contract Employer’s anti-union tactic by which employees had to agree not to  join a union while working for the employer’s organization Anti-union Tactics Strikebreakers, blacklisting employees, discriminating against those  who favoured unionization Labour Relations  Legislation -consisting of government, unions, and employers -government makes laws that regulate how unions and employers  behave with each other; determines who can unionize and where Why Employees   Unionize 1. Economic need 2. General dissatisfaction with managerial practices 3. A desire to fulfill social and status needs Labour Relations  Process Logical sequence of four events: 1. Workers desire collective representation 2. Union begins its organizing campaign 3. Collective negotiations lead to a contract 4. The contract is administered Union Shop Provision of the collective agreement that requires employees to join  the union as a condition of their employment Closed Shop Provision of the collective agreement that requires employers to hire  only union members Open Shop Provision of the collective agreement that allows employees to join or  not join the union Pay, Benefits, and  Working Conditions Whether a union can become the bargaining agent for a group of  employees will be influenced by the employees’ degree of  dissatisfaction with their overall employment conditions Dissatisfaction with  Supervisors and  Managers When employees perceive that managerial practices regarding  promotion, transfer, shift assignment, or other job-related policies as  unfair Social and Status  Concerns Employees whose needs for status and recognition are being frustrated  may join unions as a means of satisfaction.  How Employees   Organize -once employees decide to unionize, a formal campaign can be started  by either a union organizer or by employees acting on their own behalf -most are start by employees than union reps -can be expensive -reps carefully evaluate their chances of success and possible benefits  to be gained from their efforts – employer’s vulnerability to unionization  important -also consider effect of allowing an employer to remain non-union have 
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on the strength of the surrounding union Organizing Steps 1. Employee-union contact 2. Initial organizational meeting 3. Formation of in-house organizing committee 4. Application to labour relations board 5. Issuance of certificate by labour relations board 6. Election of bargaining committee and contract negotiations Membership Card A statement signed by an employee authorizing a union to act as a  representative of the employee for purposes of collective bargaining
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