• Now let us discuss Chapter No. 18 • “Union-Management Relations”.

• Labor union is an organization of workers acting together to negotiate their demands and working conditions with employers.

• In the countries especially those countries where there is political system non-management employees have the legal right to form unions and to bargain, as a group, with management.

• Labor-Management Relation?The dealings between labor unions and business

management, both in the bargaining process and beyond it, are called;

‘labor-Management Relations’.

• The unionization process?In order for a union to be formed at a particular

firm, some employees of the firm must first be interested in being represented by a union.

They must then follow a procedure to declare formally their desire for a union.

• Procedure. Initially the group interesting in forming union

has to start from ‘organizing campaign’. Its primary objective is to develop widespread employee interest in having a union.

• Then during the organizing campaign, employees are asked to sign authorization cards issued by National Labor Relation Board(NLRB) to indicate---in writing---their support for the union.

• If at least 30% of the eligible employees sign authorization cards, the organizers generally request that the firm recognize the union as the employees’ bargaining representative.

• Another way is to let the eligible employees choose their representatives through secret ballots and is conducted by NLRB.

• The outcome of the election is determined by a simple majority of those eligible employees who choose to vote.

• If the union obtains a majority, it becomes the official bargaining agent for its members.

• Methods of building union-management cooperation.

Managers and personnel specialists can build cooperation between the employer and the union through:

Prior consultation with union leaders to defuse problems before they become formal grievances.

Joint study committees that allow management and union officials to find solutions to common problems.

Third parties who can provide guidance and programs that bring union leaders and managers closer together to pursue common objectives.

Continued’Training programs that objectively

communicate the intent of union officials to find solutions to common problems.

Sincere concern for employee problems and welfare even when management is not obligated to do so by the labor agreement

• Reasons of disputes. Mostly grievances or disputes raised between management

and labor union if there is unfair practices by management. The National Labor Relation Act makes it an unfair labor

practice for members to:1. interfere, restrain, or coercive employees who desire to act

collectively.2. Discriminate against anyone in hiring, stability of employees.3. Refuse to bargain in good faith with employee

representative.4. Discharge, discipline or otherwise discriminate against

employees who have exercised their rights under the act.