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.
HR Jetpack is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP or SHRM-SCP. This program is valid for 1.50 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit shrmcertification.org.
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.
The use of the HRCI seal confirms that this activity has met HR Certification Institute's® (HRCI®) criteria for recertification credit pre-approval.
Module: Glossary of Terms
Seniority is very important in the world of labor relations. In non-union environments, we use the term longevity. So the employee, Matt was hired on November 23rd, this starts his longevity with the company. If Matt has ten years with the company, he has ten years of longevity. But Matt has no particular rights associated within a non-union environment. If Matt was up for a promotion or a salary increase, it may have nothing to do with this length of time with the company and everything to do with his performance, how he’s being measured and his goals. In a union environment, everything is based on seniority. If the employee, Matt started on November 23rd and the employee, Christine started on November 22nd, Matt would have one more day of seniority than Christine. If Joe started on November 23rd the next year, Matt would have one more year of seniority than Joe. At a time of layoffs, increases or promotions, everything is based on how much seniority one has with the company. Unions like to reward and protect those who have more seniority. The more time an employee has, the better off the employee is when it comes to picking vacation time, scheduling and posting for jobs.
Management is not so thrilled with seniority because they are forced to give increases and promotions to those who are not performing.
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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...