A reason an employer must give for any disciplinary action it takes against an employee. An employer must show just cause only if a contract requires it. Most contracts have just cause requirements which place the burden of proof for just cause on the employer.

See Local Education Coordinator.

The annual financial statement of income and expenses, including the salaries of union officers and staff. Unions are required by law to file with the Labor Management (LM) Division of the U.S. Department of Labor.

Also known as the Labor-Management Reporting and Disclosure Act (LMRDA), it provides safeguards for individual union members, requires periodic reports by unions, and regulates union trusteeships and elections.

To carry on a legal contest by a judicial process. For example, the employer will often go to the courts (litigate) to appeal a decision by the NLRB.

See Taft-Hartley Act.

See Landrum-Griffin Act.

In the Teamsters Union, a member designated by the local union and trained by the International Union to plan and implement educational programs for the members of the local.

A suspension of work initiated by the employer as the result of a labor dispute. A lockout is the employer counterpart of a strike. Used primarily to pressure employees to accept the employer’s terms in a new contract.

A catchall phrase used in grievance and other legal action where a remedy is sought from an employer. Often used in discharge and discipline cases where the union seeks to have a worker who had been wrongly discharged or disciplined returned to work and reimbursed all wages, benefits, or other conditions lost due to an employer's unjustified action.

Form of union security used in contract language under which the employee is not required to join a union but agrees to remain a member of the union for the duration of the contract if he/she is already a union member or does join the union during the life of the contract.

The claimed rights of employers to control operational aspects of the workplace.

Those items included under wages, hours, and other terms and conditions of employment over which an employer must bargain. An employer may not make a change in a mandatory bargaining subject without providing prior notice to the union and an opportunity to bargain.

Patrolling by large numbers of people in close formation, often preventing access to company premises.

A union contract covering several companies in one industry, for example, NMFA.

(Conciliation) The efforts of a third party to help parties to reach agreement in a labor dispute. Mediators help clarify issues and suggest possible solutions. Under the RLA mediators have the authority to recommend to the NMB when the parties can be released from further bargaining union and the ___ strike and management implement terms of an agreement.

A union member in good standing is one who has fulfilled requirements for the organization and who has not voluntarily withdrawn from membership, been expelled, or suspended.

A communications system designed to allow the leaders of a local union to communicate rapidly and personally with the members. A coordinator at the top of a pyramid communicates with approximately 10 leaders, each of whom communicates with approximately 10 members, each of whom may communicate with 10 other members, etc. See Canvass.

Increase in wages given to one employee by the employer to reward good performance. Unions often oppose merit increases because of a general lack of objective criteria for awarding increases, and thus allowing favoritism to enter into the decision to award the increase.

Federal law guaranteeing workers the right to participate in unions without management reprisals. It was modified in 1947 with the passage of the Taft-Hartley Act, and modified again in 1959 by the passage of the Landrum-Griffin Act.

Agency created by the National Labor Relations Act, 1935, and continued through subsequent amendment, whose functions are to define the appropriate bargaining units, to hold elections, to determine whether a majority of workers want to be represented by a specific union or no union, to certify unions to represent employees, to interpret and apply the Act's provisions prohibiting certain employer and union unfair practices, and otherwise to administer the provisions of the Act.

Established under the Railway Labor Act, the NMB conducts representation elections, regulates major disputes, and appoints arbitrators and boards to decide minor disputes in the railway and airline industry.

See National Labor Relations Act.

See National Labor Relations Board.

See National Mediation Board.

See Voluntary Subject of Bargaining.

An agreement between unions not to attempt to organize workers already under represented by another union.

The Law which authorizes the OSHA agency to set standards, obligates employers to provide a safe workplace, and provides for enforcement of the standards. The law encourages the states to develop their own safety laws which displace the federal law.

See Member-to-Member Network.

Where employees do not have to belong to the union or pay dues to secure or retain employment in a company, even though there may be a collective bargaining agreement. The Union is obligated by law to represent members and non-members equally regardless of whether it is an open shop or a union shop.

The employees in a non-union shop who are designated to represent their co-workers during the representation campaign. organizing committee members, among other things, usually sign up their coworkers on authorization cards or petitions, hand out leaflets, attend meetings and visit workers at home to gain support for the union effort.

The concept that the primary function of a union's officers and staff is to organize members to exert collective power to solve problems. This is in contrast to the Service Model of Unions.

See Occupational Safety and Health Act.

A customary way of doing things not written into the collective bargaining agreement. Past practices can sometimes be enforced through the grievance procedure if the practice has been longstanding, consistent, and accepted by the parties.

Collective bargaining in which the union tries to apply identical terms, conditions, or demands to a number of employers in an industry although the employers act individually rather than as a group.

A Federal Corporation which guarantees that vested participants in private pension plans will receive some pension benefits even if a pension plan becomes bankrupt.

Under current labor law, when employees engage in an economic strike, the employer has the right to hire permanent replacements. After the strike has ended, if there is no back to work agreement reached between the union and the employer, employees replaced during the strike are put on a preferential hiring list and must wait for openings to occur.

See Voluntary Subject of Bargaining.

The organized telephoning of large numbers of members to inform them of a union policy or action or to gather information. This is often done by volunteers who come into the union hall and telephone members during a certain time period.

A network of volunteer members in which one member calls a list of members, each of whom calls another list of members, etc.

Pay by the number of units completed. The theory is that the faster you work, the more you will get paid. Many workers have learned that if they exceed a certain quota, the piece rate will be lowered.

Management procedures to enforce discipline and maintain efficient production. A plant rule may be grieved because it is unreasonable, in conflict with the contract, unknown to workers, or not enforced equitably.

An extra amount over straight time rates, sometimes a flat sum, sometimes a percentage of the wage rates, paid to workers to compensate them for inconvenient hours, overtime, hazardous, or unpleasant conditions, or other undesirable circumstances.

Generally the wage prevailing in a locality for a certain type of work. It is a wage determinant for many federal construction projects. (Prevailing wage does not necessarily refer to union wages.)

See Team Concept Plans.

A union's attempt to enroll workers belonging to or represented by another union.

This law regulates labor relations in the railway and airlines industries, guaranteeing workers in these industries the right to form a union and bargain collectively. The RLA severely controls the timing and right to strike. Also, bargaining units under the RLA are usually nation-wide, making it more difficult for workers to form a union.

Federal law allowing the federal government to place in trusteeship organizations which are convicted of being dominated by racketeers or organized crime. The U.S. Department of Justice filed suit against the IBT under the RICO Act, and this lawsuit was settled by the 1989 Consent Decree.

The members of a union.

Formal approval of a newly negotiated agreement by vote of the union members affected.

Employer acceptance of a union as the exclusive bargaining representative for all employees in the bargaining unit.

Picketing to pressure or coerce an employer to recognize a union as a bargaining agent for the employees. Recognition picketing is subject to certain restrictions under the amendments to the NLRA.

A method of targeting certain job classifications for special treatment in wage negotiating, with both good and bad results possible.

Clause in a collective bargaining agreement providing for reopening negotiations on wage rates, etc., during the term of the agreement.

Workers hired to replace employees on strike. In the case of economic strikers, the strikers retain their employee status while on strike; however, the company may hire permanent replacements, and may legally refuse to reinstate strikers who have been permanently replaced. In this situation, if there are permanent replacements, economic strikers are generally entitled to reinstatement when the replacements leave. In the case of unfair labor practice strikes, the strikers must be reinstated with few exceptions.

Election conducted to determine by a majority vote of workers whether they want a union.

See Racketeering Influenced and Corrupt organizations Act.

States which have passed laws prohibiting unions from negotiating union shop clauses in their contracts with employers covered by the NLRA. In 1997 there are 21 "right-to-work" states. Unions often refer to these as "right to work for less" states.

A plant transferred to another location, usually another city, in order to destroy union effectiveness and evade bargaining duties. The best block to a runaway shop is unambiguous contract language which prohibits any move of a plant.

Strikes, picketing, boycotts, or other activities directed by a union against an employer with whom it has no dispute, in order to pressure that employer to stop doing business with, or to bring pressure against another employer with whom the union does have a dispute.

The concept that the primary function of a union, its staff, and its officers is to service the members or solve the members' problems for them. This is in contrast to the organizing Model of Unions.

A requirement by the NLRB that must be met by a union when a union wishes to represent a group of employees. There are several showing of interest requirements used by the NLRB. A) A petitional union needs 30% of the eligible members in the union. B) Where a union has petitioned and another union wishes to intervene, the second union must have 30% of the unit it seeks. C) Where a union petitions and another union wishes to intervene in the same unit to the extent of blocking a consent election agreement, it must have 10%. D) Usually, a showing of one or two cards is enough for a second union to intervene only to have their name on the ballot or to participate in a hearing. E) A current or recently expired contract is also a criterion for showing of interest.

A work action which is currently illegal in which strikers refuse to leave the employer’s premises.

The notice that, under the Taft-Hartley Act, must be given by either party to a collective bargaining agreement when desiring to reopen or terminate it. No strike or lockout may begin during these 60 days.

Any system designed to increase worker productivity without a compensating increase in wages.

Any form of shift work where there are semi-regular work hours. In some cases, workers may work three different shifts in a work week. In all the various types of shifts, there is usually a break of several hour between the reporting times of the workers.

An organization of the stewards within a local, stewards councils take some of the workload from the paid staff of the local and give the stewards an opportunity to compare their experiences and be more involved in the affairs of the union. Stewards councils are governed either by their own bylaws or by a clause in the local union’s bylaws.

See Corporate Campaign.

A group of volunteer members who have agreed to help picket or leaflet in support of an organizing drive, strike, or other campaign which the local has initiated.

In order for a Local Union to receive strike benefits from the International, the strike must be sanctioned by the General Executive Board.

A term to define a product which is produced by an employer during the period of a labor dispute with his employees. An employee who refuses to handle struck work is engaged in a sympathy work action. Workers who refuse to do the work of workers engaged in a strike may be replaced; however, they generally cannot be discharged. A struck work clauses in some collective bargaining agreements protect the rights of workers not to handle goods of a struck employer. There are limitations on such clauses in Section 8(e) of the NLRA.

(Contracting Out) An employer's practice of having work performed by an outside contractor and not by regular employees in the unit.

An employer which has acquired an already existing operation and which continues those operations in approximately the same manner as the previous employer, including the use of the previous employer's employees.

Those employees who have management rights such as the rights to hire, fire, or recommend such action. The employees who are defined as supervisors under the NLRA are not permitted to become members of the bargaining unit at the work location. In organizing campaigns, most employers will try to enlarge the ranks of their supervisory personnel. The employer will try to keep a certain group of supervisors as his anti-union workforce for future labor disputes.

Often referred to as a perfunctory tactic whereby an employer meets with the union, but only goes through the motions of bargaining. Such conduct on the part of the employer is considered as violation of the employer's duty to bargain, Section 8(a)(5) of the NLRA.

Term of derision for an agreement negotiated by an employer and a union with terms favorable to the employer. The usual purpose being to keep another union out or to promote the individual welfare of the union officers rather than that of the employees represented.

An amendment of the NLRA which added provisions allowing unions to be prosecuted, enjoined, and sued for a variety of activities, including mass picketing and secondary boycotts.

Methods of reorganizing work in ways which blur the traditional lines of distinction between union work and management work. These plans are usually initiated by management, and may be referred to by a variety of names, including Quality Circles, Quality of Worklife, and Re-engineering. If a union does not respond with an aggressive program of member education and mobilization, these plans generally weaken a union's ability to mobilize its members effectively and thereby undermine the union's bargaining power.

An elected union official whose duty is to monitor the finances of a local union, joint council, conference, or international union. Also, an official appointed by the Independent Review Board or General President of the International Union to manage a local union in trusteeship.

The assumption of control over a local union by an international union, or by the federal government under the RICO Act. Provided for by the Constitutions of most international unions, trusteeships suspend the normal governmental process of a local union and take over management of the local's assets and the administration of its internal affairs. Article VI, Sec 5 of the Teamsters Constitution empowers the General President to appoint trustees to take charge of local unions or other subordinate bodies. The Landrum-Griffin Act of 1959 established controls over the establishment and administration of trusteeships.

Those employer or union activities classified as "unfair" by federal or state labor relations acts. Under the NLRA, employer unfair labor practices include employer threats against protected collective activity, employer domination of unions, discrimination against employees for collective activity, and employer failure to bargain in good faith with union representatives. Union unfair labor practices include failure to represent all members of the bargaining unit and failure to bargain in good faith, secondary boycotts. The RLA and many state public sector labor laws contain definitions of unfair labor practices which are similar to the NLRA definitions.

Any change an employer makes without the union's consent. The subject of unilateral change is ever changing due to Board and Court Rulings. However, unilateral change falls into 3 categories; unilateral change before a first time contract, during bargaining, and during the contract's terms. The Board recognizes that an employer must bargain all changes in regards to hours of work, rate of pay, and other conditions of employment with the employee's bargaining representatives. Generally, these changes must be bargained to impasse before a change is implemented.

A professional consultant or consulting firm which provides tactics and strategies for employers trying to prevent unionization or decertify unions.

A stamp or tag on a product or card in a store or shop to show that the work is done by union labor. The "bug" is the printer's symbol.

A provision in a collective bargaining agreement designed to protect the institutional life of the union, such as union ship and union dues check-off clauses.

Form of union security provided in the collective bargaining agreement which requires employees to belong to or pay dues to the union as a condition of retaining employment. It is illegal to have a closed shop which requires workers to be union members before they are hired. The union shop is legal, except in so-called right-to-work states, because it requires workers to join the union or pay dues within a certain time period after they are hired.

The amount of time that an employee must work to guarantee that his/her accrued pension benefits will not be forfeited even if employment is terminated.

Subjects of bargaining other than those considered to be mandatory (see mandatory subject of bargaining). Either party may propose discussion of such a subject, and the other party may voluntarily bargain on it. Neither party may insist to the point of impasse on the inclusion of a voluntary subject in a contract. For example, the employer may not legally insist on bargaining over the method of selecting stewards or the method of taking a strike vote.

Term sometimes used to describe union members who volunteer for the union during organizing campaigns. Volunteers may donate their time and/or be compensated for lost wages while they assist the campaign by visiting workers at their homes, distributing leaflets, and attending meetings, etc.

The rights of employees covered by the NLRA to request union representation during investigatory interviews if they reasonably believe that the interview could result in their being disciplined. Weingarten rights also guarantee the rights of union representatives to assist and counsel employees during interviews which could lead to discipline.

Term used in the Teamsters Union to refer to collective bargaining agreements covering individual companies as opposed to national contracts such as National Master Freight Agreement and the UPS agreement.

A strike undertaken without official union authorization. Although not necessarily illegal, they are not necessarily protected by the NLRB.

See Job Action.

A tactic in which workers agree to strictly follow all work rules, even those which are usually not followed. The result is that less work is performed or that the employer is forced to deal with more paperwork, putting pressure on the employer to settle workers' complaints. Some, but not all, work-to-rule campaigns are considered slowdowns, and may violate no-strike clauses in particular contracts or public sector laws.

A standard contract clause which precludes any renegotiation of conditions covered in the contract during the life of the contract. It is designed to prevent the employer from trying to change the contract before the next round of bargaining.