The day has come…union officials are now able to represent your employees. The workforce voted to unionize! Now what? Taking on the task of developing and maintaining a collective bargaining agreement is nothing to fear! This course is for HR professionals who need to understand the basics of a collective bargaining agreement process and its enforcement in the United States. The lessons will provide an introduction to the world of U.S. labor relations including a review of specific terms and labor law. Labor relations is a fun topic but it could be a little scary for those who are new to it. Take this course and put your mind at ease.
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This activity, has been approved for 1.75 HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
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Title: Unfair Labor Practices
Module: Enforcing an Agreement
Once the agreement is established, it must be enforced. Unfair labor practices are defined in the National Labor Relations Act. If an employer threatens employees or management gets involved in union activities, these are considered unfair labor practices. It is a violation of the National Labor Relations Act. If the union discriminates against their members or if they aren’t disclosing information to members are also considered unfair labor practices.
Protected concerted activities. For example, employees who are members of the Union have the right to wear union pins and union shirts. Management cannot
tell them to take those off unless they're safety issues. If there’s a campaign going on and its within the 40-day window before the election and employees
are trying to get people to participate in the union that would be a concerted activity. Employees have the right to do this as long as it's not interfering
with the workplace. If management steps in, it’s considered an unfair labor practice. At the same time, if the union is on the shop floor talking about
it during work hours that could be a union violation of unfair labor practices.
Next is the duty to bargain. This is about the mandatory items. If either party doesn’t discuss those items, it could be considered an unfair labor practice.
And finally, prohibited contract clauses. A yellow dog contract is a clause prohibited from the agreement. If something like this is in the contract, it is illegal and would be an unfair practice.
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As an accomplished professional with over 20 plus years of practice in all facets of organizational operations, Matthew’s expertise includes training and development, labor relations, and organizational development, in addition to the recruitment and selection of competent human capital.
Matthew graduated from Nichols College, with a BA in Industrial Organizational Psychology; and also obtained both an...