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Chapter 12 - Dealing with Union and Employee–Management Issues
4. A GRIEVANCE is a charge by employees that
shop stewards.
E. MEDIATION AND ARBITRATION
1. The BARGAINING ZONE is the range of options
solving the dispute.
4. The mediator makes SUGGESTIONS, not DECI-
mediators when requested by both sides.
6. ARBITRATION is the agreement to bring in an
Chapter 12 - Dealing with Union and Employee–Management Issues
12-22
PPT 12-24
Using Mediation and Arbitration
(See complete PowerPoint slide notes on page 12.52.)
PPT 12-25
The Grievance Resolution Process
TEXT FIGURE 12.6
The Grievance Resolution Process
(Text page 333)
(See complete PowerPoint slide notes on page 12.53.)
Chapter 12 - Dealing with Union and Employee–Management Issues
learning goal 4
IV. TACTICS USED IN LABOR–MANAGEMENT
CONFLICTS
Chapter 12 - Dealing with Union and Employee–Management Issues
12-24
PPT 12-26
Tactics Used in Conflicts
(See complete PowerPoint slide notes on page 12.53.)
PPT 12-27
Strike and Boycotts
(See complete PowerPoint slide notes on page 12.53.)
Chapter 12 - Dealing with Union and Employee–Management Issues
12-25
2. Under the provisions of the Taft-Hartley Act, the
courages both its membership and the general
Chapter 12 - Dealing with Union and Employee–Management Issues
12-26
lecture link 12-3
ADDITIONAL LABOR–
MANAGEMENT TACTICS
In addition to those discussed in the text, there are other tools
that labor and management use in certification campaigns. (See
the complete lecture link on page 12.67 in this manual.)
PPT 12-28
Tactics Used in Conflicts
(See complete PowerPoint slide notes on page 12.54.)
PPT 12-29
Lockouts, Injunctions, and
Strikebreakers
(See complete PowerPoint slide notes on page 12.54.)
Chapter 12 - Dealing with Union and Employee–Management Issues
2. An INJUNCTION is a court order directing some-
MANAGEMENT RELATIONS
1. Organized labor is at a crossroads—only 7.4% of
3. The largest labor union in the U.S. is the SER-
Chapter 12 - Dealing with Union and Employee–Management Issues
12-28
MAKING
ethical
decisions
(Text page 336)
PPT 12-30
Walking a Fine
Line
(See complete PowerPoint slide notes on page 12.54.)
lecture link 12-4
RESHAPING THE UNION TO
SAVE THE UNION
One union leader, Andy Stern, thinks the old labor union
model is broken. His union, the Employees International Union,
broke away from the AFL-CIO in 2005 to build a better organi-
zation. (See the complete lecture link on page 12.68 of this
manual.)
PPT 12-31
Challenges Facing Labor Unions
(See complete PowerPoint slide notes on page 12.55.)
PPT 12-32
Labor Unions in the Future
(See complete PowerPoint slide notes on page 12.55.)
lecture link 12-5
UNIONS TURN TO THE SERVICE
INDUSTRY FOR GROWTH
This reading focuses on how labor unions can reverse their
membership slide—organize service workers. (See complete
lecture link on page 12.69 of this manual.)
PPT 12-33
Union Membership by State
TEXT FIGURE 12.7
Union Membership by State
(Text page 337)
(See complete PowerPoint slide notes on page 12.55.)
progress
assessment
(Text page 337)
PPT 12-34
Progress Assessment
(See complete PowerPoint slide notes on page 12.56.)
Chapter 12 - Dealing with Union and Employee–Management Issues
learning goal 5
V. CONTROVERSIAL EMPLOYEE–MANAGEMENT
ISSUES
A. EXECUTIVE COMPENSATION
1. The U.S. free-market system was built using in-
centives such as large salaries for performance.
2. However, today’s government, boards of direc-
Chapter 12 - Dealing with Union and Employee–Management Issues
12-30
PPT 12-35
Compensating Executives
(See complete PowerPoint slide notes on page 12.57.)
legal
briefcase
(Text page 339)
PPT 12-36
Executive Pay
Remains on the
Rise
(See complete PowerPoint slide notes on page 12.57.)
PPT 12-37
Play Ball!
(See complete PowerPoint slide notes on page 12.58.)
bonus case 12-2
PENSION PLANS UNDER
ATTACK
Faced with losses in the billions of dollars, a few U.S. airlines
have declared bankruptcy. Some, such as United, have walked
away from pension obligations in an attempt to regain profitabil-
ity. (See the complete case, discussion questions, and suggested
answers beginning on page 12.79 of this manual.)
Chapter 12 - Dealing with Union and Employee–Management Issues
12-31
violation.)
4. The late management consultant Peter Drucker
suggested that CEOs should not earn much
more than 20 TIMES as much as the company’s
U.S. executives.
sation.
Chapter 12 - Dealing with Union and Employee–Management Issues
critical thinking
exercise 12-3
EXECUTIVE PAY WATCH
This exercise further explores the issue of executive com-
pensation by having students visit the AFL-CIO site and gath-
er current pay data. (See complete exercise on page 12.76 of
this manual.)
lecture link 12-6
REVAMPING EXECUTIVE PAY
Throughout this recent recession, few things have stirred as
much emotion as disproportionate bonuses given to execu-
tives. (See the complete lecture link on page 12.70 of this
manual.)
PPT 12-38
Compensating Executives in the
Future
(See complete PowerPoint slide notes on page 12.58.)
Chapter 12 - Dealing with Union and Employee–Management Issues
12-33
7. However, most U.S. executives are responsible
do the same job.
2. PAY EQUITY is the concept that people in jobs
that require similar levels of education, training,
a. Once this difference could be explained be-
Chapter 12 - Dealing with Union and Employee–Management Issues
12-34
lecture link 12-7
THE MALE EMPLOYMENT
DROUGHT
Though women seem to still be earning less than their male
counterparts, not all is rosy in the world of male employment.
(See the complete lecture link on page 12.71 in this manual.)
PPT 12-39
The Question of Pay Equity
(See complete PowerPoint slide notes on page 12.58.)
PPT 12-40
Equal Pay for Equal Work
(See complete PowerPoint slide notes on page 12.59.)
PPT 12-41
The Salary Gender Gap
(See complete PowerPoint slide notes on page 12.59.)
Chapter 12 - Dealing with Union and Employee–Management Issues
cause women only worked 50 to 60% of their
5. There is evidence that EDUCATION and
knowledge-based skills are reducing women’s
2. SEXUAL HARASSMENT becomes ILLEGAL
made either explicitly or implicitly a term or
CONDITION OF EMPLOYMENT or an em-
ployee’s submission to or rejection of such
Chapter 12 - Dealing with Union and Employee–Management Issues
12-36
PPT 12-42
What’s Sexual Harassment?
(See complete PowerPoint slide notes on page 12.59.)
PPT 12-43
Kinds of Sexual Harassment
(See complete PowerPoint slide notes on page 12.60.)
Chapter 12 - Dealing with Union and Employee–Management Issues
conduct is used as the basis for employment
3. Both men and women are covered under the CIVIL
RIGHTS ACT of 1991 that governs sexual harass-
5. Recent cases have introduced the concept of a
that would offend a reasonable person, occurs.
managers often know a policy concerning sex-
ual harassment exists, but they HAVE NO
IDEA WHAT IT SAYS.
12-38
PPT 12-44
You Make the Call . . .
(See complete PowerPoint slide notes on page 12.60.)
Chapter 12 - Dealing with Union and Employee–Management Issues
c. Foreign companies doing business in the U.S.
2. The percentage of women in the workforce with
5. Many companies are now PROVIDING CHILD
CARE for their employees.
Chapter 12 - Dealing with Union and Employee–Management Issues
12-40
PPT 12-45
Facing Child Care Issues
(See complete PowerPoint slide notes on page 12.61.)
PPT 12-46
Businesses’ Response to Child
Care
(See complete PowerPoint slide notes on page 12.61.)
