LABOR MANAGEMENT RELATIONSHuman Resource ManagementCollege of Public and Community ServiceUniversity of Massachusetts at Boston2008 William Holmes*

LABOR MANAGEMENT RELATIONS OVERVIEWLabor RightsManagement RightsLabor ObligationsManagement ObligationsCreating Good Labor Relations*

LABOR RIGHTSWagner ActRight to OrganizeLandrum-Griffin ActRight of Construction to Closed ShopTaft-Hartley ActRight to Decertify*

LABOR OBLIGATIONSTaft Hartley Actno closed shopNational Labor Relations ActNo Secondary StrikesState Right to Work ActsFree Speech for All Employees*

EXAMPLES OF UNFAIR LABOR PRACTICEObstruct Management of Nonunion EmployeesObstruct Alternative Union OrganizingPunish Union Members from Complaining About UnionRefuse to Consult or Negotiate in Good FaithEngaging in Secondary BoycottsEngaging in Featherbedding*

MANAGEMENT RIGHTSTaft Hartley ActSpeak Against UnionsNo Closed ShipNational Labor Relations ActRequires Elections for CertificationUse of Right to Work Laws*

MANAGEMENT OBLIGATIONSWagner ActNational Labor Relations ActState Closed Shop or Union Shop ActsOther Acts*

UNFAIR MANAGEMENT PRACTICEObstruct Labor RightsObstruct or Promote Union MembershipSponsor or Favor One Union Over AnotherDiscipline or Impair Employees that File Grievances, Complaints, or TestimonyRefuse to Consult or Negotiate in Good FaithEnforce Rules Conflicting with Agreements if Agreements Precede Rules*

EXAMPLES OF UNFAIR MANAGEMENT PRACTICEPunishing employee filing grievanceFiring employee organizing a unionThreatening prohibited punishmentsChanging working conditions without bargainingRefusing mediation or arbitration when required by contractExcluding union reps from formal discussions*

LEGAL LIMITATIONSEmployees at WillImplied ContractsExplicit ContractsStatutory ExceptionsConstitutional Exceptions*

INDICATIONS OF GOOD LABOR RELATIONS: 1Impact of union on mission is neutral or positiveEmployees dont project us/them imageChanges are not made as last resortDirect and indirect costs required by contract are kept small*

INDICATIONS OF GOOD LABOR RELATIONS: 2Management looks for suggestions from unionNegotiated management rules are not cumbersomeGrievance to Arbitration ratio is highAmount of litigation is low*