Industrial Relations Terms.doc

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Glossary of Industrial Relation Terms-

Industrial Relations Terms - A to Z1. Accreditation: The process used to certify an organization of employers as the bargaining agent

for a unit of employers. The parallel term for employee organizations is "certification".

2. Adversary System: The industrial relations system seen as consisting of two necessarilyopposing forces labor and management. This !iewpoint ignores the co-operati!e elements of the

relationship.

. Affirmative Action Plan: # written program to acti!ely eliminate employment standards and practices that tend to discriminate on the grounds of race creed se$ or national origin.

%. Appeal: # procedure by which a party dissatisfied with a decision award or ruling may referthe matter to a higher authority for re!iew.

&. Apprentice: # wor'er who enters into agreement with an employer to learn a s'illed tradethrough a special training period combining practical training with related off-the-(ob technicalinstruction. #pprenticeship is sometimes regulated by statute )designated trades*.

+. Arbitration: The procedure by which a board or a single arbitrator acting under the authority of both parties to a dispute hears both sides of the contro!ersy and issues an award usuallyaccompanied by a written decision which is ordinarily binding on both parties. #rbitrators areusually appointed by the parties concerned but under special circumstances they ore appointed

by the ,inister of abor. Compulsory arbitration is that reuired by law and is the usual procedure for settling contract interpretation disputes. The term voluntary arbitration indicatesthat the parties to a dispute agree to arbitration in the absence of statutory compulsion.

/. Arbitrator: Third party chosen to hear a case or group of cases which are submitted forarbitration.

0. Award: In labor-management arbitration the final decision of on arbitrator. inding on both parties to the dispute.

. Barainin Aent: The organization that is the e$clusi!e representati!e of a group of wor'ersor employers in the process of collecti!e bargaining.

13. Barainin !nit: # group of employees in a firm plant or industry that has been recognized by the employer and certified by a labor relations board as appropriate to be represented by aunion for purposes of collecti!e bargaining. In a craft union this could be all members of a

trade such as all tools and die ma'ers in a plant4 in an industrial union the bargaining unit mayinclude all production wor'ers in a plant or all plants in a company.

11. Base Rate: The lowest rate of pay e$pressed in hourly terms for the lowest paid ualifiedwor'er classification in the bargaining unit. 5ot to be confused with basic rate which is thestraight-time rate of pay per hour (ob or unit e$cluding premiums incenti!e bonuses etc.

12. Blue-collar wor"ers: Term used to describe manual wor'ers i.e. production and maintenancewor'ers.

1. Boycott: #n organized refusal on the part of employees and their union to deal with an

employer with the ob(ecti!e of winning concessions. 6rimary boycotts usually ta'e the form of putting pressure on consumers not to buy the goods of an employer who is directly in!ol!ed in adispute. In the dress industry for e$ample the International adies7 Garment 8or'ers7 9nionfreuently boycotts the sale of non-union made dresses. :econdary boycotts are those in which

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pressure is e$erted on employers who are not directly in!ol!ed in a dispute e.g. wor'ers of;ompany # refuse to buy or handle goods of ;ompany which is engaged in a labor dispute.

1%. Broader-based or Centrali#ed Barainin: # type of bargaining that aims to reduce thedegree of fragmentation in the collecti!e bargaining process and the potential conflict that canresult by combining employers on the one hand and<or unions on the other to form negotiatingcoalitions thereby reducing the potential for seuential wor' stoppages in the same industry<company as !arious contracts terminate.

1&. Bumpin: =$ercise of seniority rights by wor'ers to displace less senior union employees when business conditions reuire temporary layoffs or the discontinuance of departments.

1+. Business Aent: # full-time union officer of a local union who handles grie!ances helpsenforce agreements and performs other tas's in the day-to-day operation of a union.

1/. Call-bac" Pay: ;ompensation often at higher wage rates. for wor'ers called bac' on the (obafter completing their regular shift. ;ontract pro!isions usually pro!ide for a minimum number

of hours of pay regardless of the number of hours actually wor'ed.

10. Call-in Pay: Guaranteed hours of pay )ranging from two to eight hours* to a wor'er who reportsfor wor' and finds there is insufficient wor' for him or her to do. 6ro!isions for call-in pay areusually spelled out in collecti!e agreements.

1. Certification: >fficial designation by a labor relations board or similar go!ernment agency of aunion as sole and e$clusi!e bargaining agent following proof of ma(ority support amongemployees in a bargaining unit.

23. Certified !nion: # union designated by a labor relations board as the e$clusi!e bargaining

agent of a group of wor'ers.

21. C$ec"-off: # clause in a collecti!e agreement authorizing an employer to deduct union duesand sometimes other assessments and transmit these funds to the union. There are four maintypes4 the first three apply to union members only4 )1* ?oluntary re!ocable4 )2* ?oluntaryirre!ocable4 )* ;ompulsory4 )%* Rand @ormula -- dues deducted from both union and non-unionemployees.

22. Closed S$op: # pro!ision in a collecti!e agreement whereby all employees in a bargaining unitmust be union members in good standing before being hired and new employees must be hiredthrough the union.

2. Co-determination: # process whereby decisions are made (ointly by management and wor'ers)or their representati!es*. These (oint decisions may be made at !arious le!els within a company-- at the board le!el for e$ample through the appointment of wor'er directors or at shop-floorle!el by establishing some form of labor-management committee or e!en by utilizing e$istingcollecti!e bargaining machinery.

2%. C%&A Clause: iterally a "cost of li!ing ad(ustment" )or allowance* clause. # clause built intoa collecti!e agreement which lin's wage or salary increases to changes in the cost of li!ingduring the life of the contract. #lso termed an "escalator clause".

2&. Collective Areement: #n agreement in writing between an employer and the unionrepresenting his<her employees which contains pro!isions respecting conditions of employmentrates of pay hours of wor' and the rights and obligations of the parties to the agreement.

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>rdinarily the agreement is for a definite period such as one two or three years usually not lessthan twel!e months. 9nder some conditions amendments are made to agreements by mutualconsent during the term of the agreement in order to deal with special circumstances.

2+. Collective Barainin: ,ethod of determining wages hours and other conditions ofemployment through direct negotiations between the union and employer. 5ormally the result ofcollecti!e bargaining is a written contract that co!ers all employees in the bargaining unit bothunion members and non-members for a specified period of time. ,ore recently the term has

been broadened to include the day-to-day acti!ities in!ol!ed in gi!ing effect to or carrying outthe terms of a collecti!e agreement.

Barainin in ood fait$ refers to the reuirement that the two parties meet and confer atreasonable times with minds open to persuasion with a !iew to reaching agreement on newcontract terms. Good faith bargaining does not imply that either party is reuired to reachagreement on any proposal.The term collecti!e bargaining is freuently prefaced with e$pressions such as company-wideindustry-wide or multi-employer which ser!e to specify more precisely the form of

bargaining.• Thus company-wide collective barainin refers to bargaining that ta'es place

between a company with many plants and )typically* a single union representingemployees of a particular craft or s'ill. The terms and conditions arri!ed at aregenerally uniform throughout the company.

• Industry-wide barainin refers to situations in which the terms and conditions of

employment agreed to by labor and management co!er an entire industry.

• 'ulti-employer barainin co!ers those situations in which bargaining ta'es place

between a union and a group or association of employers )hence it is also termed"association bargaining"*. Auite often in fact much so-called industry-wide

bargaining is actually multi-employer bargaining since there are relati!ely few

industries in which collecti!e bargaining is conducted in a genuinely industry-wideconte$t.

2/. Conciliation and 'ediation: # process that attempts to resol!e labor disputes by compromiseor !oluntary agreement. y contrast with arbitration the mediator conciliator or conciliationcommissioner does not bring in a binding award and the parties are free to accept or re(ect therecommendation. The conciliator is often a go!ernment official whose report containsrecommendations and is made public. ;onciliation is a prereuisite to legal stri'e<loc'outaction. The mediator is usually a pri!ate indi!idual appointed as a last resort after conciliationhas failed to pre!ent or put an end to a stri'e. Preventive mediation is inter!ention by a neutralthird party during the closed period of a collecti!e agreement to assist in resol!ing contentious

problems before they reach the bargaining table.

20. Consumer Price Inde(: # :tatistics ;anada monthly statistical indicator which followschanges in retail prices of selected consumer items in ma(or ;anadian cities. The inde$ and itsmonthly fluctuations are employed in calculating ;>I# payments )cost of li!ing allowance* incollecti!e agreements.

2. Contractin out: The use by employers of wor'ers outside their own wor' force to performtas's pre!iously performed by the employers7 own employees.

3. Coolin-off Period: # reuired period of delay )fi$ed by federal or pro!incial law* followinglegal notice of a pending labor dispute during which there con be neither stri'e nor loc'out. Itfollows upon the unsatisfactory conclusion of compulsory conciliation attempts. 8ages and




conditions of wor' ore usually frozen under conditions set by the pre!ious contract. =!ery effortis mode during this time to settle the dispute.

1. Cost of &ivin: Relationship of the retail cost of consumer goods and ser!ices to the purchasing power of wages.

2. Craft: # manual occupation that reuires e$tensi!e training and a high degree of s'ill such ascarpentry plumbing linotype operation.

. Craft !nion: # union that limits its members to a particular craft. ,ost craft unions todayhowe!er ha!e broadened their (urisdiction to include many occupations and s'ills not closelyrelated to the originally designated craft.

%. Cyclical !nemployment: 9nemployment caused by fluctuations in the economy i.e. loss of (obs due to a downward trend in the business cycle. ;yclical unemployment is of for greatermagnitude than seasonal technological or frictional unemployment.

&. )ecertification: The procedure for remo!ing a union7s official recognition as e$clusi!e bargaining representati!e.

+. )iscrimination *at wor"+: 9neual treatment of persons whether through hiring oremployment rules or through !ariation of the conditions of employment because of se$ agemarital status race creed union membership or other acti!ities. In many cases discrimination isan unfair labor practice under federal or pro!incial laws.

/. )ismissal Pay: ):ee Severance Pay.*

0. ,ual Pay for ,ual .or": The principle that wage rates should be based on the (ob rather

than upon the se$ race etc. of the wor'er or upon other factors not related to his<her ability to perform.

. ,ual Pay for .or" of ,ual /alue: The principle that wor'ers who ore performing wor' ofeual !alue must recei!e the some pay for wor' in the same establishment. =ual !alue isdetermined by an analysis of the composite s'ill effort and responsibility reuired in the

performance of such wor' and the conditions under which the wor' is performed.

%3. ,ssential Industries: Industries which render such important and necessarily uninterruptedser!ice to the general public as to warrant special regulation to pre!ent the stoppage of theiroperations by labor disputes.

%1. 0act-findin: # formal<informal dispute resolution procedure for in!estigating and reporting onthe facts of a situation such as a wor' stoppage affecting the public.

%2. 0air ,mployment Practices: The practice of employers or unions of offering wor'ers eualemployment opportunities regardless of race national or ethnic origin color religion age se$marital status con!iction for which a pardon has been granted or physical handicap.

%. 0eat$erbeddin: The practice of e$tending wor' through the limitation of production theamount of wor' to be performed or other ma'e-wor' arrangements. ,any such practices ha!ecome about as a conseuence of wor'ers being laid off through mechanization or technologicalchange which has led unions to see' some method of retaining wor'ers e!en though there may

be no wor' for them to perform.

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%%. 0ederal 1urisdiction: #uthority of the federal go!ernment e$ercised o!er employees oremployers in any enterprise of an inter-pro!incial national or international nature such as airtransport broadcasting ban's pipelines railways highway transport shipping and grainele!ators. Generally spea'ing all other enterprises tall within the (urisdiction of pro!incial orterritorial go!ernments.

%&. 0inal %ffer Selection: # form of arbitration used in the 9nited :tates and more recently in;anada. usually otter a predetermined period of unsuccessful negotiation. oth sides putforward final offers. one of which an arbitrator or board of arbitrators must choose.

%+. 0le(ible .or"-wee" or 0le(time: # system which pro!ides wor'ers with some freedom indeciding when they start and finish wor' sub(ect to the reuirement that they are present duringcertain "core" hours and fulfill a minimum attendance reuirement each day.

%/. 0oreman: # super!isory employee usually classed as a part of management. # wor'ingforeman or lead man is one who regularly performs production wor' or other wor' unrelated tosuper!isory duties.

%0. 0ree Riders: 5on-union employees who share in whate!er benefits result from union acti!itieswithout sharing union e$penses or union members who are 7delinuent7 in paying their dues.

%. 0ree#e: Go!ernment action restricting wage salary and price increases in order to stabilize theeconomy.

&3. 0rictional !nemployment: 9nemployment due to time lost in changing (obs rather than a lac'of (ob opportunities. @rictional unemployment would not be reduced significantly e!en if therewere on increased demand for wor'ers but might be reduced by impro!ing the informationa!ailable to (ob see'ers about !acancies.

&1. 0rine Benefits: 5on-wage benefits such as paid !acations pensions health and welfare pro!isions life insurance etc. the cost of which is borne in whole or in part by the employer.:uch benefits ha!e accounted for on increasing percentage of wor'er income and labor costs inrecent years and ha!e thus become an important aspect of collecti!e bargaining.

&2. 2arnis$ment: #ttachment of an employee7s wages in the hands of the employer to pay acreditor.

&. 2eneral Stri"e: # general stri'e is a cessation of wor' by all union members in a geographicalarea usually as a political protest.

&%. 2rievance: # statement of dissatisfaction. 9sually by an indi!idual but sometimes by the unionor management concerning interpretation of a collecti!e bargaining agreement or traditionalwor' practices. The grie!ance machinery )i.e. the method of dealing with indi!idual grie!ances*is nearly always spelled out in the contract. If a grie!ance cannot be handled at the shop le!el)where most of them are settled*. and the grie!ance arises out of on interpretation of thecontract it must be resol!ed by arbitration.

&&. 2uaranteed .ae Plan: # system under which on employer )a* contributes to a fund used to pay additional wages during slac' periods or )b* contractually guarantees a specified number ofdays of wor' during a specific period.

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&+. 3andicapped .or"ers: 8or'ers whose earning capacity is impaired by age physical ormental deficiency or in(ury. To encourage their employment they are sometimes gi!en specialtreatment in labor statutes for e$ample by permitting employment at sub minimum rates.

&/. 3armony Plede *Co-operation Clause+: # clause in a union contract in which the employerand the union agree to co-operate on some specific sub(ect.

&0. 3a#ardous %ccupations: Bobs which are classified as dangerous by pro!incial or federal lawsand in which employment of miners is restricted or forbidden. @ederal legislation pro!ideswor'ers with the right to refuse wor' that is considered hazardous to health or safety.

&. 3irin 3all: #n office usually run by the union or (ointly by employers and union forreferring wor'ers to (obs or for the actual hiring operation.

+3. Idle Time: 5onproducti!e time resulting from waiting for wor' machinery or other brea'downs and the li'e.

+1. Independent !nion: # labor organization which is not affiliated with and remains independentof any federation.

+2. Individual Barainin: The right of indi!idual members of a unit for which an e$clusi!erepresentati!e has been designated for collecti!e bargaining purposes to present as indi!idualsgrie!ances that are not contrary to the e$isting union contract.

+. Industrial Conflict: # general term used to describe the broad areas of disagreement anddifficulty between labor and management )though the go!ernment may also be in!ol!ed*. Thestri'e is the most common and most !isible manifestation of conflict. It may also ta'e the formof peaceful bargaining and grie!ance handling boycotts political action and restriction of

output industrial sabotage absenteeism or labor turno!er. :e!eral of these forms such asrestriction of output absenteeism and turno!er may ta'e place on an indi!idual as well as on onorganized basis and as such they constitute alternati!es to collecti!e action.

+%. Industrial )emocracy: The in!ol!ement of wor'ers )or their representati!es* in decisionma'ing within industry. The machinery of industrial democracy may in!ol!e such de!ices as

(oint labor-management committees wor's councils or wor'er representati!es in the boardroom.The de!elopment of collecti!e bargaining is !iewed by many as pro!iding the machinerythrough which industrial democracy may be de!eloped. ):ee also 4uality of .or"in &ife and.or"er Participation.*

+&. Industrial 3ealt$: # branch of public health which concerns itself with the health and well- being of wor'ers. # body of rules and practices has e!ol!ed designed to eliminate hazards andindustrial fatigue in the wor'place.

++. Industrial Relations: # broad term that may refer to relations between unions andmanagement unions themsel!es management and go!ernment unions and go!ernment or

between employers and unorganized employees. 8ithin this definition specific attention may bedirected toward industrial conflict or its regulation through the formulation of wor' rules oragreements.

+/. Industrial !nion: # union organized on the basis of product i.e. along industrial lines4 incontrast to a craft union organized along s'ill lines.

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+0. Industry-wide Barainin: ;ollecti!e bargaining that ta'es place on an industry-wide basis4terms and conditions of employment agreed upon co!er all or a ma(or portion of the organizedemployees in the industry.

+. In5unction: # court order restraining an employer or union from committing or engaging incertain acts.

/3. Interest )ispute: # dispute arising from the negotiation ct a new collecti!e agreement or there!ision of on e$isting agreement on e$piry.

/1. International &abor %ffice: The secretariat of the International &abor %rani#ation whichadministers and co-ordinates the acti!ities of the I>.

/2. International labor %rani#ation *I&6+: # tripartite world body representing labormanagement and go!ernment. :ince 1%+ one of the specialized agencies of the 9nited 5ations.It disseminates labor information to wor'ers of all countries and sets minimum internationallabor standards called "con!entions" offered to member nations for ratification. Its

headuarters are in Gene!a. :witzerland.

/. 1ob )escription: # description of the nature of a particular (ob ifs relation to other (obs thewor'ing conditions the degree of responsibility and the of her ualifications called for.

/%. 1ob ,nric$ment: The attempt to ma'e (obs more rewarding and less monotonous for theindi!idual wor'er. 6rocedures used may include (ob enlargement )including moreresponsibilities on the (ob or (ob rotation )allowing the wor'er to mo!e from one (ob to anotherat specific inter!als*. ):ee also 4uality of .or"in &ife.*

/&. 1ob Security: # wor'er7s sense of ha!ing continuity of employment resulting from the

possession of special s'ills seniority or protection pro!ided in a collecti!e agreement againstunforeseen technological change.

/+. 1ob Trainin: # procedure whereby wor'ers while wor'ing learn how to perform particular (obs. ):ee also "Apprentice."*

//. 1ourneyman: # craft or s'illed wor'er who has completed apprenticeship training and beenadmitted to full membership in his or her craft. =$amples4 (ourneyman plumber (ourneymancarpenter.

/0. 1urisdictional )ispute - Inter-union )ispute: # conflict between two or more unions o!er the

right of their membership to perform certain types of wor'. If the conflict de!elops into a wor'stoppage it is called a (urisdictional stri'e.

/. &abor Collee of Canada: ilingual institution of higher education for trade union membersoperated (ointly by the ;anadian abor ;ongress. ,cGill 9ni!ersity and the 9ni!ersity de,ontreal for the purpose of pro!iding training ground for future trade union leaders.

03. &abor Council: #n organization formed by a labor federation at the city le!el. It is organizedand functions in the same manner as a pro!incial federation but within a city. @inances ore oftenobtained through a per capita ta$ on affiliates.

01. &abor 0ederation: #n association of unions which while retaining their autonomy co-operateto achie!e common goals.

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02. &abor 0orce: #ll persons 1& and o!er who are either employed temporarily idle orunemployed and see'ing employment.

0. &abor &aw: That part of the law which treats of persons in their capacity as wor'ers oremployersC the go!erning of labor relations labor and employer organizations employment

practices and conditions in the wor'place.

0%. &abor-'anaement Committee: #ny committee ha!ing representation from bothmanagement and labor4 discussion sub(ects may include safety and health producti!ity ualityof wor'ing life training etc.

0&. &abor Relations Board: # board usually pro!ided for under the pro!incial labor relations actswhich is responsible for certification of trade unions the inclusion of dispute-settling pro!isionsin collecti!e agreements and in!estigation of complaints of bad faith in collecti!e bargaining.):ee also Canada &abor Relations Board.*

0+. &abor Turnover: Rate at which wor'ers mo!e into and out of employment usually e$pressed

as a percentage based on the number of employees lea!ing a plant or industry during a certaintime o!er the a!erage number of employees in the plant or industry during the same period.

0/. &ayoff: Temporary prolonged or final separation from employment as a result of a lac' ofwor'.

00. &eave of Absence: 6aid or unpaid time away from wor' with employer7s permission to meetfamily or ci!ic responsibilities. ;ommon forms of lea!e include maternity lea!e berea!ement orfuneral lea!e and lea!e for (ury duty.

0. &ine ,mployee: #n employee whose duties are directly related to the production and

distribution of the companyDs products or ser!ices.

3. &ocal !nion: The unit of labor organization formed in a particular locality through whichmembers participate directly in the affairs of their organization such as the election of localofficers the financial and other business matters of a local relations with their employer)s* andthe collection of members7 dues.

1. &oc"out: The closing of a place of employment a suspension of wor'. or a refusal by anemployer to continue to employ a number of his employees underta'en with a !iew tocompelling them to agree to conditions of employment on his terms or to refrain from e$ercisingtheir e$isting rights and pri!ileges.

2. 'aintenance of 'embers$ip: # pro!ision in a collecti!e agreement stating that no wor'erneed (oin the union as a condition of employment but that all wor'ers who !oluntarily (oin mustmaintain their membership for the duration of the agreement as a condition of continuedemployment. ):ee !nion Security.*

. 'anaement Ri$ts: These encompass those aspects of the employer7s operations that do notreuire discussion with or concurrence by the union or rights reser!ed to management which arenot sub(ect to collecti!e bargaining :uch rights may include matters of hiring productionmanufacturing and sales. The resistance of many managers to inno!ations such as industrialdemocracy may freuently be traced to concern o!er the erosion of management prerogati!esthat such inno!ations sometimes entail.

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%. 'aster Areement: # collecti!e bargaining agreement which ser!es as the pattern for ma(orterms and conditions for an entire industry or segment thereof. ocal terms may be negotiated inaddition to the terms set forth in the master contract.

&. 'inimum .ae: The rate of pay established by statute or by minimum wage order as thelowest wage that may be paid whether for a particular type of wor' to a particular class ofwor'ers or to any wor'er.

+. 'odified !nion S$op: # place of wor' in which non-union wor'ers already employed neednot (oin the union but all new employees must (oin and those already members must remain inthe union. ):ee !nion Security Clauses !nion S$op.*

/. 'onopoly: ;ontrol of a commodity or ser!ice in a particular mar'et which enables the oneha!ing control to raise the price substantially abo!e that fi$ed by free competition.

0. 'oonli$tin: The holding by a single indi!idual of more than one paid (ob at the same time.

. 'ultinational Barainin: argaining between an international union or union federation anda company whose operations are international in scope. These companies 'nown asmultinationals pose many uniue problems for organized labor. In particular their internationalstatus gi!es them scope for transferring production from one country to another on a temporaryor permanent basis in order to use non-union employees or brea' a stri'e.

133. 7epotism: The practice of gi!ing promotions basic employment higher earnings and other benefits to employees who are relati!es of management.

131. %pen S$op: # shop in which union membership is not reuired as a condition of securing orretaining employment.

132. %rani#ed &abor: ;onsists of all unions and wor'ersD organizations whose principal ob(ectsare the regulation of relations between wor'ers and employers and the protection of the interestsof wor'ers4 the union mo!ement as a whole.

13. %vertime: Eours wor'ed in e$cess of the ma$imum regular number of hours fi$ed by statuteunion contract or custom. ;loc' o!ertime is a premium paid for wor' during specified regularwor'ing hours reuired by collecti!e agreement.

13%. Paid ,ducational &eave: ea!e for educational purposes granted to a wor'er and paid for bythe employer or go!ernment.

13&. Part-time ,mployee: #n employee who wor's fewer than the normally scheduled wee'ly ormonthly hours of wor' established for persons doing similar wor'. There are different 'inds of

part-time wor'. @or e$ample an employee may wor' regular hours that are less than full-timeor may be "on call" and wor' for a firm occasionally as needed.

13+. Pattern Barainin: # procedure in collecti!e bargaining whereby a union see's to obtaineual or identical terms from other employers as in an agreement already obtained from animportant company.

13/. Pension Plan: #rrangement to pro!ide definite sums of money for payment to employeesfollowing retirement. # final-earnings plan is a pension based upon length of ser!ice anda!erage earnings for a stated period (ust before retirement. # contributory plan is financed by

both the employer and the employees.




130. Per Capita Ta(: Regular payments by a local to its national or international union laborcouncil or federation or by a union to its central labor body. It is based on the number ofmembers.

13. Pic"et &ine: # group of wor'ers Fpic'ets posted at plant entrances and gates or marchingnears the entrances and gates to inform employees of the e$istence of a labor dispute and to

persuade and influence them not to enter the premises or do business with the employer.

113. Pic"etin: 6atrolling near the employer7s place of business by union members pic'ets -- to publicize the e$istence of a labor dispute persuade wor'ers to (oin a stri'e or (oin the uniondiscourage customers from buying or using the employer7s goods or ser!ices etc.

111. Piece Rate: #mount paid to an employee for each unit of output.

112. Premium Pay: # wage rate higher than straight time payable for o!ertime wor' wor' onholidays or scheduled days off etc. or for wor' under e$traordinary conditions such as

dangerous dirty or unpleasant wor'.

11. Probationary Period: The initial period of employment during which a wor'er is on trial andmay be discharged with or without cause.

11%. Productivity: >utput per unit of input4 a measure of efficiency.

11&. Profit-s$arin Plan: #n arrangement under which employees recei!e a percentage of theemployer7s profits in addition to their wages. # cash payment plan is one under which theemployees7 share of the profits is paid immediately in cash. # deferred payment plan is oneunder which the employer deposits the employees7 portion of the profits with a trustee to be paid

to them at some time in the future depending upon conditions specified in the trust. 9nder someschemes profits are distributed in the form of shores. #lso sometimes called gain sharing.

11+. 4uality of .or"in &ife: # process designed to assist employers unions and employees inimplementing (oint problem-sol!ing approaches to impro!e the uality of wor'ing life withinorganizations in the interests of impro!ed labor-management relations organizationeffecti!eness and employee wor' satisfaction.

11/. Raidin: #n attempt by one union to induce members of another union to defect and (oin itsran's.

110. Rand 0ormula: # pro!ision of a collecti!e agreement stating that non-union employees in the bargaining unit must pay the union a sum eual to union fees as a condition of continuingemployment. 5on-union wor'ers ore not howe!er. reuired to (oin the union.

11. Ran" and 0ile: Indi!idual union members who ha!e no special status either as officers orshop stewards in the plant.

123. Ratification: @ormal appro!al of a newly negotiated agreement by !ote of the union membersaffected as well as by employers or employer associations.

121. Real .aes: The actual purchasing power of wages. >ften computed by di!iding moneywages by the cost-of-li!ing inde$. =$ample4 if money wages increase from H1.33 to H1.2& anhour but the cost-of-li!ing also increases by 2& per cent real wages ha!e remained constant. It

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is by loo'ing at the changes in real wages that changes in li!ing standards can be obser!ed. ):eealso C%&A Clause.*

122. Reconition: =mployer acceptance of a union as the e$clusi!e bargaining representati!e forthe employees in the bargaining unit. ):ee also Certification.*

12. Redundancy Pay: ):ee Severance Pay.*

12%. Re-opener: # pro!ision in a collecti!e agreement which permits either side to reopen thecontract at a specified time or under special circumstances prior to its e$piration in order to

bargain on stated sub(ects such as wage increases pensions health and welfare schemes etc.

12&. Residual Ri$ts: Those rights not spelled out in a collecti!e agreement generally consideredto be management rights.

12+. Rest Period: :pecified short period sometimes reuired by law during which wor'ers areallowed to cease wor' usually on company time.

12/. Retirement: 6ermanent withdrawal from the labor force. )elayed retirement is withdrawalafter the normal retirement date usually with the consent or at the reuest of the employer.)isability retirement is withdrawal before the normal retirement age because of physicalincapacity. ,arly retirement is withdrawal before the normal retirement date.

120. Retrainin: The establishment of programs and training acti!ities to educate employees innew s'ills or 'nowledge made necessary by changing technology wor' rotation reassignmentetc.

12. Ri$t-to-.or": The right of an employee to refrain from (oining a union and to 'eep his (ob

without union membership or acti!ity.

13. Safety and 3ealt$ Committee: # committee composed of wor'ers and management set upfor the purpose of promoting a greater concern for impro!ement of safety and health in thewor'place.

11. Scanlon Plan: #n incenti!e plan de!eloped by Boseph :canlon one-time research director ofthe 9nited :teelwor'ers and later on staff at the ,assachusetts institute of Technology. The planis designed to achie!e greater production through increased efficiency with the opportunity forthe accrued sa!ings achie!ed to be distributed among the wor'ers.

12. Seasonal !nemployment: 9nemployment that is due to the seasonal nature of the wor'.#gricultural wor'ers lumber wor'ers and some construction wor'ers are unemployed for a partof each year because of weather conditions.

1. Semi-s"illed &abor: 8or'ers who ha!e acuired some proficiency at particular (obs butwhose acti!ities do not come within any of the traditional s'illed crafts.

1%. Seniority: #n employee7s standing in the plant based on length of continuous employment.=mployees with the greatest seniority are usually the last to be laid off )see &ayoff and

Bumpin* and are often gi!en certain ad!antages in the matters of promotion and selection ofholiday periods based on seniority.

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1&. Severance Pay8 )ismissal Pay8 Redundancy Pay: # lump-sum payment by an employer to awor'er whose employment is permanently ended usually for reasons beyond the wor'er7scontrol. :uch payments are in addition to any bac' wages due to the wor'er.

1+. S$ift: The stated daily wor'ing period for a group of employees e.g.. 0 a.m to % p.m.. % p.mto midnight midnight to 0 a.m. ):ee Split S$ift.*

1/. S$ift )ifferential: #dded pay for wor' performed at other than regular daytime hours.

10. Sic" &eave: Time off allowed for absence because of illness.

1. Slowdown: # deliberate lessening of wor' effort without an actual stri'e. in order to forceconcessions from the employer. ):ee also .or" to Rule.*

1%3. Speed-up: # union term describing situations in which wor'ers are reuired to increase production without a compensating increase in wages. ):ee also Stretc$-out.*

1%1. Spilt S$ift: i!ision of an employee7s daily wor'ing time into two or more wor'ing periodsto meet pea' needs.

1%2. Standard of &ivin: ;onditions under which a person or group of persons li!es at a particulartime in a particular locality considered in relation to e$penses and income.

1%. Stretc$-out: # union term describing a situation in which wor'ers are reuired to assumeadditional wor' duties such as tending more machines without additional compensation. ):eealso Speed-up.*

1%%. Stri"e: # cessation of wor' or a refusal to wor' or to continue wor' by employees in

combination or in accordance with a common understanding for the purpose of compelling anemployer to agree to terms or conditions of employment. :tri'es usually occur as a last resortwhen collecti!e bargaining and all other means ha!e failed to obtain the employeesD demands.=$cept in special cases stri'es are legal only when a collecti!e agreement is not in force. #Rotatin or 3it-and-Run Stri"e is a stri'e organized in such a way that only part of theemployees stop wor' at any gi!en time each group tolling its turn. # Sympat$y Stri"e is astri'e by wor'ers not directly in!ol!ed in a labor dispute4 an attempt to show labor solidarityand bring pressure on an employer in a labor dispute. # .ildcat Stri"e is a stri'e that !iolatesthe collecti!e agreement and is not authorized by the union.

1%&. Stri"e Benefits: 9nion payments usually a small proportion of regular income to wor'ers

during a stri'e. ,any unions do not supply monetary aid but distribute groceries and other typesof aid to needy families of stri'ers.

1%+. Stri"ebrea"ers: 6ersons who continue to wor' during a stri'e or who accept employment toreplace wor'ers on stri'e. y filling stri'ersD (obs they may wea'en or brea' the stri'e. #lso'nown as scabs.

1%/. Stri"e 7otice: @ormal announcement by a group of wor'ers to their employer or to anappropriate go!ernment agency that on a certain date they will go on stri'e.

1%0. Stri"e /ote: # !ote conducted among employees in a bargaining unit on the uestion ofwhether they should go on stri'e.

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1%. Supervisor: #n employee ha!ing certain management rights such as the right to hire or fireor to recommend such action.

1&3. Supplemental !nemployment Benefit *S!B+ Plans: 6ri!ate plans pro!iding compensationfor wage loss to laid-off wor'ers usually in addition to public unemployment insurance

payments.

1&1. Sweat S$op: # factory where wage rates and sanitation safety and wor'ing conditions do notmeet accepted standards.

1&2. Sweet$eart Contract: Term of derision for an agreement negotiated by an employer and acompany-dominated union granting terms and conditions of employment more fa!orable to thecontracting union than the employer would be willing to grant to a ri!al non-dominated labororganization. The usual purpose being to 'eep the ri!al out.

1&. Ta"e-$ome Pay: The net paychec' after ta$ and other deductions ha!e been made.

1&%. Tec$noloical !nemployment: 9nemployment that results from the introduction of labor-sa!ing machinery.

1&&. Termination: The ending or se!erance of a wor'er7s employment with an employer whether by layoff discharge or !oluntary se!erance.

1&+. Time-and-a-$alf: 8age payment at one and one-half times the employee7s regular rate of payor of the statutory minimum rate of pay for all hours wor'ed in e$cess of a specified number perday or wee'.

1&/. Time Card: The record sheet on which either manually or mechanically a wor'er7s

attendance is reported.

1&0. Time Cloc": ;loc' with a mechanism to indicate on a pay-card by punch hole or other meansthe time of arri!al and departure of employees.

1&. Tri-partitism *Tripartism+: ;onsultation between representati!es of labor management andgo!ernment to consider issues of mutual interest.

1+3. !nemployed: 6ersons who do not ha!e wor'. The official definition for unemploymentinsurance purposes describes the unemployed as those persons who during the reference wee'4)a* were without wor' had acti!ely loo'ed for wor' in the past four wee's )ending with

reference wee'* and were a!ailable for wor'4 )b* had not acti!ely loo'ed for wor' in the pastfour wee's but had been on layoff for twenty-si$ wee's or less and were a!ailable for wor'4 )c*had not acti!ely loo'ed for wor' in the past four wee's but had a new (ob to start in four wee'sor less from reference wee' and were a!ailable for wor'.

1+1. !nemployment Insurance: # federal program whereby eligible unemployed persons recei!ecash benefits for a specified period of time. These benefits are paid out of funds deri!ed fromemployer employee and go!ernment contributions.

1+2. !nfair &abor Practice: # practice on the part of either union or management that !iolates pro!isions of federal or pro!incial labor law.

1+. !nion: The unit of labor organization which organizes and charters locals in the industries ortrades as defined in its constitution sets general policy for its locals assists them in the conduct

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of their affairs and is the medium for co-coordinating their acti!ities. @inances are obtainedfrom the locals through per capita dues. 9nions usually hold regular con!entions of delegatesfrom the locals at which general policy is set and at which officers are elected. # union may beaffiliated with a larger labor organization )e.g.. congress federation. labor council*.

1+%. !nion )ues: 6eriodic payments by union members for the financial support of their union.

1+&. !nion &abel9 Bu: # tag imprint or design affi$ed to a product to show it was made byunion labor.

1++. !nion %rani#er: # person who solicits wor'ers to (oin a union.

1+/. !nion Scale: # rate of pay set by a union contract as the minimum rate for a (ob whether ornot paid to a union member.

1+0. !nion Security Clauses: 6ro!isions in collecti!e agreements designed to protect theinstitutional authority of the union =$amples of union security clauses are4 closed s$op an

agreement between union and employer that the employer may hire only union members andretain only union members in the shopC preferential $irin an agreement that an employer inhiring new wor'ers will gi!e preference to union members4 union s$op an agreement that theemployer may hire anyone he wants but all wor'ers must (oin the union within a specified timeafter being hired and retain membership as a condition of continuing employmentC maintenance

of members$ip a pro!ision that no wor'er must (oin as a condition of employment but allwor'ers who !oluntarily (oin must maintain their membership for the duration of the contract inorder to 'eep their (obs. ):ee also C$ec"-off Closed S$op 'aintenance of 'embers$ipRand 0ormula !nion S$op 'odified !nion S$op.*

1+. !nion S$op: # place of wor' where e!ery wor'er co!ered by the collecti!e agreement must

become and remain a member of the union. 5ew wor'ers need not be union members to behired but must (oin after a certain number of days. ):ee 9nion :ecurity ;lauses ,odified9nion :hop.*

1/3. !nion Steward: 9nion member ordinarily elected to represent wor'ers in a particular shop ordepartment Eis or her functions may include collecting dues soliciting for new membersannouncing meetings recei!ing in!estigating and attempting the ad(ustment of grie!ances andeducation.

1/1. !n5ust )ismissal: ismissal of an employee in on arbitrary or un(ust fashion contrary tostatute or in contra!ention of a collecti!e agreement.

1/2. !norani#ed .or"ers: 8or'ers who do not belong to any union.

1/. /acation: 6aid lea!e for a relati!ely e$tended period. =mployers are reuired by law to gi!eemployees paid annual !acations the length of time being dependent on length of ser!ice and

pro!isions of the collecti!e agreement.

1/%. /oluntary Reconition: # !oluntary agreement )not in!ol!ing the formal certification process* between on employer and a trade union to recognize the trade union as the e$clusi!e bargaining agent of the employees in a defined bargaining unit.

1/&. .ae and Price Controls: Go!ernment effort to restrain wage and price increases. usuallythrough the establishment of some form of re!iew or control agency )e.g.. #nti-inflation oard*.

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1/+. .ae )etermination: The practices and procedures used to fi$ wage rates in collecti!e bargaining.

1//. .ae )ifferentials: ?ariations among wage rates due to a !ariety of factors - (ob contentlocation s'ill industry company. se$ etc. 9nions are freuently concerned with eliminatingwage differentials not based on the degree of effort or s'ill reuired in a (ob but considereddiscriminatory.

1/0. .ae Parity: =uality of wages between wor'ers in the same occupation but in differentgeographical areas4 for wor'ers in the same sector e.g.. the public sector but in differentoccupations e.g.. 6olicemen and firemen4 or for wor'ers in the same occupation but in differentcompanies or countries.

1/. .al"out: # spontaneous co-coordinated wor' stoppage.

103. .$ite-collar .or"ers: Term used to describe non-manual wor'ers e.g.. office clericalsales super!isory professional and technical wor'ers. To be contrasted with blue-collar

wor'ers e.g.. ,aintenance and production wor'ers.

101. .ildcat Stri"e: # spontaneous and short-li!ed wor' stoppage not authorized by the union. Itis usually a reaction to a specific problem in the wor'place rather than a planned stri'e action.

102. .or" Restriction: imitation ordinarily placed by unions on the types or amounts of wor'that union members can do.

10. .or" Rules: Rules regulating on-the-(ob conditions of wor' usually incorporated in thecollecti!e agreement. =$amples )1* limiting production wor' of super!isory personnel4 )2*limiting the assignment of wor' outside an employee7s classification4 )* reuiring a minimum

number of wor'ers on a (ob4 )%* limiting the use of labor-sa!ing methods and euipment.

10%. .or" Stoppae: # cessation of wor' resulting from a stri'e or loc'out.

10&. .or" to Rule: # practice where wor'ers obey to the letter all laws and rules pertaining totheir wor' thereby affecting a slowdown. The practice also freuently in!ol!es a refusal to

perform duties which though related are not e$plicitly included in the (ob description. ):ee alsoSlowdown.*

10+. .or"er Participation: The opportunity for wor'ers to share either directly or indirectlythrough elected representati!es in the decision-ma'ing process. ?arious degrees of participation

may be identified according to the amount of influence that wor'ers are allowed to e$ert. Thuscommunication refers to the simple con!eyance of information to wor'ers either before or afterdecisions ha!e been made. Consultation in!ol!es sounding out wor'ers7 opinions usually

before decisions are made. Co-determination refers to a system under which wor'ers are ableto participate in a (oint decision-ma'ing process. 6articipation is often used as a synonym forindustrial democracy.

10/. .or"in Conditions: ;onditions pertaining to the wor'er7s (ob en!ironment such as hours ofwor' safety paid holidays and !acations rest periods free clothing or uniforms possibilities ofad!ancement etc. ,any of these are included in the collecti!e agreement and sub(ect tocollecti!e bargaining.

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Industrial Relations Terms.doc