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an employee organization that has the main goal of representing members in employee-management bargaining over job related issues
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| an organization of skilled specialists in a particular craft or trade |
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| the first national labor union; formed in 1869 |
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| American Federation of Labor (AFL) |
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| an organiztion of craft unions that championed fundamental labor issues |
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| labor organizations of unskilled and semiskilled workers in mass-production industries such as automobiles and mining |
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| Congress of Industrial Organizations (CIO) |
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| union organization of unskilled workers; broke away from the American Federation of Labor (AFL) in 1935 and rejoined it in 1955 |
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| a type of contract that required employees to agree as a ocndition of employment not to join a union; prohibited by the Norris-LaGuardia Act in 1932 |
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| the process whereby union and management representatives form a labor-management agreement, or contract, for workers |
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| formal process whereby a union is recognized by the National Labor Relations Board (NLRB) as the bargaining agent for a group of employees |
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| the process by which workers take away a union's right to represent them |
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negotiated labor management agreement
(labor contract) |
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| agreement that sets the tone and clarifies the terms under which management and labor agree to function over a period of time |
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| provision in a negotiated labor-management agreement that stipulates that employees who benefit from a union must either officially join or at least pay dues to the union |
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clause in a labor management agreement that specified workers had to be members of a union before being hired
(was outlawed by the Taft-Hartley Act in 1947) |
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| clause in a labor management agreemet that says workers do not have to be members of a union to be hired, but must agree to join the union within a prescribed period |
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| clause in a labor management agreement that says employers may hire nonunion workers; employees are not required to join the union but must pay a union fee |
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| legislation that gives workers the right, under an open shop, to join or not join a union if it is present |
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| the use of a third part, called a mediator, who encourages both sides in a dispute to continue negotiating and often makes suggestions for resolving the dispute |
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| the agreement to bring in an impartial third party (a single arbitrator or a panel of arbitrators) to render a binding decision in a labor dispute |
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| a union strategy in which workers refuse to go to work; the purpose is to further workers' objectives after an impasse in collective bargaining |
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| when workers in a critical industry return to their jobs while the union and management continue negotiations |
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| when a union encourages both its members and the general public not to buy the products of a firm involved in a labor dispute |
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| an attempt by labor to convince others to stop doing business with a firm that is the subject of a primary boycott; prohibited by the Taft-Hartley Act |
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| an attempt by management to put pressure on unions by temporarily closing business |
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| a court order directing someone to do something or to refrain from doing something |
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| workers hired to do the jobs of striking workers until the labor dispute is resolved |
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| concessions made by union members to management; gains from labor negotiations are given back to management to help employers remain competitive and thereby save jobs |
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| unwelcome sexual advances, requests for sexual favors, and other conduct (verbal of physical) of a sexual nature that creates a hostile work environment |
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| agreement in right-to-work states that gives workers the option to join or not join a union, if one exists in their workplace |
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