Business

Clause in a labor-management agreement that says employers may hire nonunion workers; employees are not required to join the union but must pay a union fee.

An organization of craft unions that championed fundamental labor issues; founded in 1886

The agreement to bring in an impartial third party (a single arbitrator or a panel of arbitrators) to render a binding decision in a labor dispute.

The range of options between the initial and final offer that each party will consider before negotiations dissolve or reach an impasse.

Formal process whereby a union is recognized by the National Labor Relations Board (NLRB) as the bargaining agent for a group of employees.

Clause in a labor-management agreement that specified workers had to be members of a union before being hired (was outlawed by the Taft-Hartley Act in 1947).

The process whereby union and management representatives form a labor-management agreement, or contract, for workers.

Union organization of unskilled workers; broke away from the American Federation of Labor (AFL) in 1935 and rejoined it in 1955.

When workers in a critical industry return to their jobs while the union and management continue negotiations.

An organization of skilled specialists in a particular craft or trade.

The process by which workers take away a union's right to represent them.

Concessions made by union members to management; gains from labor negotiations are given back to management to help employers remain competitive and thereby save jobs.

A charge by employees that management is not abiding by the terms of the negotiated labor-management agreement.

Labor organizations of unskilled and semiskilled workers in mass-production industries such as automobiles and mining.

A court order directing someone to do something or to refrain from doing something.

The first national labor union; formed in 1869.

An attempt by management to put pressure on unions by temporarily closing the business.

The use of a third party, called a mediator, who encourages both sides in a dispute to continue negotiating and often makes suggestions for resolving the dispute.

Agreement that sets the tone and clarifies the terms under which management and labor agree to function over a period of time.

Agreement in right-to-work states that gives workers the option to join or not join a union, if one exists in their workplace.

When a union encourages both its members and the general public not to buy the products of a firm involved in a labor dispute.

Legislation that gives workers the right, under an open shop, to join or not join a union if it is present.

An attempt by labor to convince others to stop doing business with a firm that is the subject of a primary boycott; prohibited by the Taft-Hartley Act.

Unwelcome sexual advances, requests for sexual favors, and other conduct (verbal or physical) of a sexual nature that creates a hostile work environment.

Union officials who work permanently in an organization and represent employee interests on a daily basis.

A union strategy in which workers refuse to go to work; the purpose is to further workers' objectives after an impasse in collective bargaining.

Workers hired to do the jobs of striking workers until the labor dispute is resolved.

An employee organization that has the main goal of representing members in employee-management bargaining over job-related issues.

Provision in a negotiated labor-management agreement that stipulates that employees who benefit from a union must either officially join or at least pay dues to the union.

Clause in a labor-management agreement that says workers do not have to be members of a union to be hired, but must agree to join the union within a prescribed period.

A type of contract that required employees to agree as a condition of employment not to join a union; prohibited by the Norris-LaGuardia Act in 1932.