Union Workplaces/Non-Union Workplaces By Scott Parker.

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Union Workplaces/Non- Union Workplaces By Scott Parker

Transcript of Union Workplaces/Non-Union Workplaces By Scott Parker.

Page 1: Union Workplaces/Non-Union Workplaces By Scott Parker.

Union Workplaces/Non-Union Workplaces

ByScott Parker

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Purpose:

Labor Categories, History and Definitions

Labor Management Relations

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Kansas is a “Right to Work” State

Missouri is a “Forced Unionism” State

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What Are Public Employees Allowed To DO?

Kansas By Law, collective bargaining is

permitted by all public employees, but subject to some limitations in the process. Strikes by public employees are prohibited.

Missouri By Law, some public employees

are granted a right to bargain collectively. Statute does not grant a right to strike.

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“Forced Unionism”

Employees are not obligated to join the bargaining unit in effect but are still required to pay union dues (“Union Shop”).

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A Brief History of Labor Relations

Unions Began Forming in the Mid-20th Century Social and Economic Impact of

the Industrial Revolution Post-Civil War AFL (American Federation of

Labor) Founded by Samuel Gompers in 1886

CIO (Congress of Industrial Organizations) Proposed by John L. Lewis in 1938

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The Purpose of Labor Unions

To Bargain for Their Members Regarding: Wages Benefits Working Conditions Job Security Representing Members in

Negotiations with Management Over Violations of Contract Provisions, or

Personnel or Disciplinary Actions

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Labor-Management Relations

• Who currently has a union?

• Who has a collective bargaining group?

• Who does not have organized labor?

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What Are Some of the Public Employee Unions

AFGE (American Federation of Government Employees)

AFSCME (American Federation of State, County and Municipal Employees)

(KOSE) Kansas Organization of State Employees

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What Are Some of the Public Employee Unions

Other Unions: Teamsters IUOE (International Union of

Operating Engineers) Others?

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What Are the Advantages of Being in a Union?

On average, union employees make 27 percent more than nonunion workers

Ninety-two percent of union workers have job-related health coverage versus 68 percent for nonunion workers

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“Right to Work”

Employees have the right to decide for themselves whether to join a union or pay membership dues (“Open Shop”)

Exemptions (important!)

Employees who work in the railway or airline industries are not protected by a Right to Work law, and employees who work on a federal enclave may not be.

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Taft Hartley Act of 1947

Prevented “closed shops” and “secondary boycotts” among other provisions.

Prevented unions from negotiating contracts or legally binding documents requiring companies to fire workers who refuse to join the union

Required Union Leaders to Swear they Were Not Communists!

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Right To Work States

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Labor-Management Relations

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Labor-Management Relations

Assumptions:• Most folks want to do a

good job• Employees want to be

treated fairly and be respected

• Remember: It’s the players, not the game.

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Labor-Management Relations

• Let your Human Resources folks do their job

• Keep HR informed, early and often, when you believe a personnel issue is developing

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Labor-Management Relations

• HR says document, document

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Labor-Management Relations

Larry Says:• Communicate• Communicate• Communicate….• Build relationships, build trust

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Labor-Management Relations Scott adds:

Be aware Remember the golden rule People quit their supervisor, not their job

Be consistent, but be fair

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Remember…• Be up-front• Be candid and truthful• Follow your HR rules & regulations

• Do the right thing and do it right