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GLOSSARY OF LABOR TERMS
AFL-CIO: Created by a merger between the AFL (American Federation of
Labor) and the CIO (Congress of Industrial Organization) in 1955. Many
major unions belong to the AFL-CIO, including the UFCW. AFL-CIO
member unions (sometimes called the “Federation” or the “labor federation”)
have around 14 million members.
APPRENTICE WORKER: Serving a special training period in preparation
for admission to full status as a skilled tradesman.
ARBITRATION: Where it is available, a method of settling a labormanagement dispute by having an impartial third party hold a formal
hearing, take testimony and render a decision. The decision is usually
binding upon the parties.
ATTRITION: Reduction in the labor force of a company through natural
causes such as voluntary quits, retirement, or death as opposed to layoffs.
AUTHORIZATION CARD: A form voluntarily signed by an employee
whereby the employee authorizes a labor organization (Union) to represent
him/her for the purpose of collective bargaining. Some cards will also state
that the employee desires an election to be held to determine whether or
not the Union has the full support of the majority of the employees in the
bargaining unit.
AWARD: The decision of an arbitrator in a dispute. The arbitrator’s award is
based upon the evidence presented, the wording in the collective bargaining
agreement and the arguments of both parties. In labor arbitration, the
arbitrator’s reasons are generally expressed in the form of a written opinion,
which accompanies the award.
BACKPAY: Wages due for past services, often the difference between money
already received and a higher amount resulting from a change in wage rates.
Can also mean wages owed because some provision of the contract was
violated.
BARGAINING AGENT: Union certified by a government agency, such
as the National Labor Relations Board, or recognized voluntarily by the
employer, as the exclusive representative of all employees in the bargaining
unit for purposes of collective bargaining.
BARGAINGING RIGHTS: The rights outlined in Section 7 of the National
Labor Relations Act. Rights of workers to negotiate the terms and conditions
of employment through chosen representatives. The bargaining agent is
designated by a majority of the workers in a bargaining unit.
BARGAINING UNIT: A group of employees in a given workplace who
have a sufficient similarity of interest to constitute a unit for the purpose
of bargaining collectively with their employer. A bargaining unit is usually
defined by the National Labor Relations Board, or similar federal, state or
local agency.
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BASE RATE: The straight time rate of pay, excluding premiums and
incentive bonuses.
BOYCOTT: A concerted refusal to work for, purchase from, or handle the
products of an employer. Where the action is directed against the employer
directly involved in the labor dispute, it is termed a primary boycott. In a
secondary boycott, the action is directed against a neutral employer in an
attempt to get him/her to stop doing business with the company with which
the union is having a dispute. Secondary boycotts are illegal under the Taft
Hartley Act.
BUMPING: A contractual right whereby employees scheduled for layoff are
permitted to displace less senior employees in other jobs for which they are
qualified.
UNION REPRESENATIVE: (B.A., Business Agent): A full-time
representative of a local union whose job it is to represent members in the
local.
CALL-IN-PAY: Compensation to workers who report for work and, for a
variety of reasons, the employer decides to send back home. Examples of
call in pay include: “show up pay”, when a worker is called into work by error
for overtime work and is sent back home; or, wages paid when the worker is
required to report and there is insufficient work for a full day.
CANVASS: A method of talking individually to every member of a
bargaining unit to either convey information, gather information on a
survey, or plan for united action.
CAPTIVE AUDIENCE MEETING: A union term for meetings of workers
called by management and held on company time and property. Usually
the purpose of these meetings is to try to persuade workers to vote against
joining the Union during an organizing drive.
CARD CHECK: Procedure whereby signed authorization cards are checked
against a list of employees in a prospective bargaining unit to determine if
the union has majority status. The employer may recognize the Union on
the basis of this card check without the necessity of a formal election. Often
conducted by an outside party.
CEASE AND DESIST ORDER: An order to stop an action, to not repeat
the action, and to take action to undo the wrong. A cease and desist order
issued by the National Labor Relations Board is a final order in an unfair
labor practice case. It requires the guilty party to stop any conduct found to
be in violation of the law and to take positive action to remedy the situation.
CERTIFICATION: Official recognition by a labor relations board that an
employee organization is the exclusive representative for all the employees in
an appropriate bargaining unit for the purpose of collective bargaining.
CERTIFIED UNION: A union designated by federal or state labor relations
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boards as the exclusive bargaining agent of a group of workers.
CHARGE: A written statement of alleged unfair practices. Filing a charge
with the NLRB is the first step in an unfair labor practice proceeding. If the
NLRB decides to take up the charge, it will issue a formal complaint to start
an unfair labor practice hearing.
CHECK-OFF: An arrangement under which an employer deducts from
the pay of employees the amount of union dues they owe and turns over the
proceeds directly to the treasurer of the union.
CHILD LABOR LAWS: Federal child labor laws protect young workers
from employment that might interfere with their educational opportunities
or be detrimental to their health or well being. These laws stipulate that
persons under the age of 18 can’t work in jobs deemed hazardous by the
Secretary of Labor, and restrict the hours and times employees younger
than 16 years old may work. Youths under 14 may only work in jobs that
are exempt from child labor standards or not covered by the FLSA. (Exempt
work includes: delivery of newspapers to consumers; performing in
theatrical, motion picture, or broadcast production and work in a business
owned by parents of the minor, except in manufacturing or hazardous
occupations.)
CLASS ACTION OR GRIEVANCE: A lawsuit in which the plaintiffs or
grievants proceed not only on their own behalf, but on behalf of all others
similarly situated or affected.
CLOSED SHOP: An agreement between an employer and a union that, as
a condition of employment, all employees must belong to the Union before
being hired. The employer agrees to retain only those employees who belong
to a union. Closed shop agreements were declared illegal by the Taft-Hartley
Act.
COERCION: Economic or other pressure exerted by an employer to
prevent the free exercise by employees of their right to self-organization
and collective bargaining; also, intimidation by a union or fellow workers to
compel affiliation with the union.
COLLECTIVE BARGAINING: Negotiations between an Employer and
Union, representing a group of employees, that determines the conditions of
employment. The result of the Collective Bargaining Procedure is called the
contract. Collective Bargaining is governed by Federal and State Statutory
Laws, Administration Agency Regulations, and Judicial decisions.
COMPLAINT: Formal papers issued by the National Labor Relations Board
(NLRB) based on a finding of merit in an Unfair Labor Practice charge to
start an unfair labor practice hearing before an Administrative Law Judge.
The complaint states the basis for the NLRB’s jurisdiction and the alleged
unfair labor practice.
CONCERTED ACTIVITY: Action taken by an employee or employees
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(generally on behalf of fellow-workers) in order to improve their working
conditions or benefits. Bargaining law considers this type of activity
protected from retaliation or reprisal.
CONTRACT: An Agreement in writing between the Union, acting as
bargaining agent and the Employer, covering wages, hours, working
conditions, fringe benefits, rights of workers and union, and procedures to be
followed in settling disputes and grievances.
COST-OF-LIVING ADJUSTMENT (COLA): A provision in a collective
bargaining agreement that adjusts wage increases to fluctuations in the cost
of living during the term of the contract.
DECERTIFICATION: Removal by the National Labor Relations Board of a
union’s certification as exclusive bargaining representative.
DEPARTMENT OF LABOR: Federal agency established in 1913 to further
the welfare of wage earners.
DUTY OF FAIR REPRESENTATIVE: A union’s obligation to represent
all people in the bargaining unit as fairly and equally as possible. This
requirement applies both in the creation and interpretation of collective
bargaining agreements. A union is said to have violated its Duty of Fair
Representation when a union’s conduct toward a member of a collective
bargaining unit is arbitrary, discriminatory, or in bad faith. A Union
Steward, for example, may not ignore a grievance which has merit, nor can
that grievance be processed in a perfunctory manner. It should be noted,
however, that the employee in the bargaining unit has no absolute right to
have a grievance taken to arbitration. The union is obligated to give fair
representation to all union members, and also to collective bargaining unit
members who have not joined the union in “right-to-work” states or in
public service units.
ECONOMIC RECOURSE: A strike, picket, or boycott by a union, or a
lockout by an employer.
ECONOMIC STRIKE: A work stoppage by employees seeking economic
benefits such as wages, hours, or other working conditions. This differs from
a strike which is called based on the employer’s unfair labor practices.
EMPLOYEE ASSISTANCE PROGRAM: A confidential information,
support and referral service designed to help employees cope with personal
problems which have a negative impact on their lives and, subsequently,
on their work productivity. Such programs often provide assistance in such
situations as emotional stress, marital and family problems, financial and
legal difficulties, and drug or alcohol abuse.
EMPLOYEE RETIREMENT INCOME SECURITY ACT (ERISA): This
law requires that persons engaged in the administration and management
of private pensions act with the care, skill, prudence and diligence that a
prudent person familiar with such matters would use. The law also sets up
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an insurance program under the Pension Benefit Guarantee Corporation
(PBGC) which guarantees some pension benefits even if a plan becomes
bankrupt.
EQUAL EMPLOYMENT OPPORTUNITIES COMMISSION (EEOC):
The federal government agency which administers most discrimination
lawsuits.
EXCELSIOR LIST: The list of current employees whose names and
addresses the employer is obligated to provide the labor board after a
representation election has been scheduled. [156 NLRB 1236, (1996)].
EXCLUSIVE BARGAINING RIGHTS: The right of a union which has been
certified by the National Labor Relations Board or other government agency
to be the only union representing a particular unit.
FACT FINDING: Investigation of labor-management disputes by a board,
panel or individual. A report is issued by the panel describing the issue in
dispute, and may make recommendations for a solution.
FAIR LABOR STANDARDS ACT (FLSA): The 1938 federal wage-hour
law which established minimum wage, maximum weekly hours and overtime
pay requirements in industries engaged in interstate commerce. The law also
prohibited the labor of children under 16 years of age.
FAMILY AND MEDICAL LEAVE ACT (1993): In simplest terms, the
FMLA allows covered employees to take 12 weeks of unpaid leave during any
12-month period for any of the four following reasons:
l for the birth and care of the newborn child of an employee
l
for placement with the employee of a son or daughter for adoption or
foster care
l
to care for an immediate family member (spouse, child or parent) with a
serious health condition
l
or to take medical leave when the employee is unable to work because of a
serious health condition.
The law and regulations are detailed here: Compliance Assistance – Family
and Medical Leave Act (FMLA)
FRINGE BENEFITS: Non-wage benefits, such as paid vacations, pensions,
health & welfare provisions, life insurance, etc., the cost of which is borne in
whole or part by the Employer.
GOOD FAITH BARGAINING: A legal requirement arising out of
Section 8(d) of the National Labor Relations Act on both the Union and
the Employer (where the Union is certified as the exclusive representative).
Enforced by the National Labor Relations Board the parties are required:
“To bargain collectively, to meet at reasonable times and confer in good faith
with respect to wages, hours, and other terms and conditions of employment,
but such obligation does not compel either party to agree to a proposal or
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require the making of a concession. Applies to any negotiations for a new or
successor contract.
GRANDFATHER CLAUSE: A contract provision specifying that employees
placed on the payroll before a specified time will retain certain rights and
benefits even though newer employees are not entitled to these rights.
GRIEVANCE: A formal complaint, usually lodged by an employee or
the union, alleging a misinterpretation or improper application of one or
more terms in a collective bargaining contract. The method for dealing
with grievances is through a grievance procedure negotiated in the union
contract. If a grievance cannot be settled at the supervisory level, it can be
appealed to higher levels of management.
GRIEVANCE ARBITRATION: The appeal of grievances to an impartial
arbitrator for final and binding determination. Sometimes called arbitration
of “rights”. The arbitrator determines the meaning of the contract and
clarifies and interprets its terms. Arbitration, where it is available, is usually
the last step in the grievance procedure.
GRIEVANCE PROCEDURE: The steps established in a collective
bargaining contract for the handling of grievances made by or on behalf of
employees.
HOSTILE WORK ENVIRONMENT: Continuous, low level discriminatory
remarks or behaviors that cumulatively ‘poison’ the workplace for the
aggrieved victim enough to alter the terms, conditions or privileges of the
workplace, and are commonly considered by the courts and the EEOC as
equivalently unlawful to more overt forms of discrimination.
HOUSE VISITS, HOME CALLS AND HOUSE CALLS: Terms used
to describe visits by union staff, union volunteers, or a union organizing
committee to the homes of workers they are attempting to organize. Such
visits give workers an opportunity to discuss the union and ask questions of
the organizers in a relaxed and secure atmosphere.
IMPASSE: In general usage, term referring to a situation where two parties
cannot agree on a solution to dispute. In legal usage, if impasse is reached,
the employer is legally permitted to unilaterally impose its latest offer. The
NLRB will determine whether true impasse was reached.
INFORMATIONAL PICKETING: A type of picketing done with the
express intent not to cause a work stoppage, but to publicize either the
existence of a labor dispute or information concerning the dispute.
INITIATION FEE: A fee required by many unions of all new members or
of employees who have left the union and wish to return. Initiation fees may
serve several union purposes, including an additional source of revenue.
INJUNCTION: An order of a court or agency requiring a person to do or
not do a certain act. Failure to abide by the terms of a court injunction may
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result in the court arresting and jailing the person for contempt of court.
INTERMITTENT LEAVE: Leave taken in separate periods of time due to a
single illness or injury. This is permitted under the Family and Medical Leave
Act.
JURISDICTION: The specific industry, craft and/or geographical area
which a local union is chartered to organize or represent.
JURISDICTIONAL DISPUTE: A conflict involving a dispute between two
unions over which union shall represent a group of employees in collective
bargaining or as to which union’s members shall perform a certain type of
work.
JUST CAUSE: 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.
LABOR ORGANIZER: A person usually employed by a union (often the
regional or international union), whose function it is to help the employees
of a particular employer through the organizing process and offer guidance
on the best ways to go about joining the union.
LANDRUM-GRIFFIN ACT OF 1955: Also known as the LaborManagement Reporting and Disclosure Act (LMRDA), it provides safeguards
for individual union members, requires periodic reports by unions, and
regulates union trusteeships and elections.
LIQUIDATED DAMAGES: A court award available under some laws
(Equal Pay Act) where the employer’s violation was either willful or in
reckless disregard of the law or the employee’s rights thereunder. Such award
generally provides for attorney fees and an amount equal to and in addition
to the lost wages and benefits.
LOCKOUT: Shutdown of worksite by the employer to discourage union
membership or activity or to force employees to meet the demands or
economic terms of the employer.
MADE WHOLE: 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.
MANAGEMENT’S RIGHTS: Certain rights that management maintains
as fundamental to the ability to manage and operate the organization. They
are not required, negotiable subjects of collective bargaining. These rights are
often expressly reserved to management in the management’s rights clause of
the bargaining agreement. They include the right to hire, promote, suspend
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or discharge employees, to direct the work of employees, and to establish
operating policies.
MANDATORY SUBJECT OF BARGAINING: 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.
MEDIATION: The attempt by an impartial third party, called a mediator, to
bring the parties in a dispute together and assist them in reaching settlement.
The mediator, however, has no power to force or award a settlement, but
works instead to persuade the parties to reach an agreement.
MEMBER IN GOOD STANDING: 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.
MINIMUM WAGE: The federal minimum wage as of 2009 was established
at $7.25/hour. States often have their own minimum wages which take
precedence when they are higher than the federal minimum. These laws
differ slightly when applied to workers who receive tips, workers under
the age of 20 and full-time students. For details on these, read the U.S.
Department of Labor’s Questions and Answers About the Minimum Wage.
NATIONAL LABOR RELATIONS ACT (NLRA): Federal law signed
in 1935 guaranteeing workers the right to participate in unions without
management reprisals. It was modified in 1947 with the passage of the TaftHartley Act, and modified again in 1959 by the passage of the LandrumGriffin Act. The NLRA is also referred to as the Wagner Act.
NATIONAL LABOR RELATIONS BOARD (NLRB): Agency created by
the National Labor Relations Act of 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.
OCCUPATIONAL SAFETY AND HEALTH ACT (OSHA): The federal law
which authorizes the OSHA federal agency to set workplace health and safety
standards, obligates employers to provide a safe workplace, and provides for
enforcement of the standards. The law encourages states to develop their own
safety laws, which can replace the federal law.
ORGANIZING COMMITTEE: 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 acknowledging
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support for union representation, hand out leaflets, attend meetings and visit
workers at home to gain support for the union effort.
OVERTIME: When the FLSA established the 40-hour workweek in 1938,
every hour over forty (40) was defined as overtime, for which an employee
must be paid 50 percent more per hour. Note that overtime protection does
not apply to all employees – the FLSA exempts certain employees from the
overtime pay provisions.
PAST PRACTICE: A particular working condition, benefit or custom that
has been in existence and deeply ingrained over a period of time such that
it is regarded as part of the whole agreement and, therefore, enforceable by
arbitrators.
PAY EQUITY: A term referring to the concept that female-dominated
jobs or professions have been traditionally undervalued, based on levels of
responsibility and required education, and that pay for these jobs should be
raised to levels of comparable jobs which are traditionally held by men.
PENSION BENEFIT GUARANTEE COPORATION (PBGC): A federal
corporation which guarantees that vested participants in private pension
plans will receive some pension benefits even if a pension plan becomes
bankrupt.
PERMANENT REPLACEMENTS: 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-towork 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.
PHONE BANKING: 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. Also used as a way to
communicate with members during a political campaign.
PICKETING: The carrying of signs or the passing out of literature protesting
working conditions or actions taken by the employer. Picketing occurs
during a strike, or in the form of an informational picket. In this tactic,
designed to put pressure on the employer, union members inform the public
and other workers about the conditions they feel are unfair.
PRECEDENT: An adjudged case or decision of a court of justice, considered
as furnishing an example of authority for an identical or similar case arising
later. A lower court is expected to follow the precedents set in the higher
courts.
PREMIUM PAY: An extra amount over the normal hourly 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
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unpleasant conditions, or other undesirable circumstances.
RANK AND FILE: The members of a union. This term does not apply to the
leadership of a union.
RATIFICATION: Formal approval of a newly negotiated agreement by vote
of the union members affected.
RECOGNITION: The employer’s acknowledgment of a union as the
exclusive bargaining agent for the employees, given either voluntarily upon
evidence of an employee petition, or by legal requirement after an election
conducted by the government.
REOPENER CLAUSE: A clause in a collective bargaining agreement
providing for reopening negotiations on wage rates, and other benefits,
during the term of the agreement.
REPLACEMENT: 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 a few
exceptions.
REPRESENTATION ELECTION: A vote conducted by an appropriate
labor board or agency to determine whether a majority of the workers in
a previously established bargaining unit want to be represented by a given
union.
SCAB: A person who continues to work, or who accepts employment, while
the workers are on strike. By filling the jobs of striking workers, and keeping
the employer operational, scabs may weaken or help break the strike.
SHOP STEWARD/STEWARD: The union representative of a group of
fellow employees who carries out duties of the union within the workplace.
EXAMPLE: Handling grievances, recruiting new members and monitoring
compliance with the contract. The steward usually is either elected by other
union members or appointed by higher union officials. The steward usually
remains an employee while handling union business. Some release time
(with or without pay) may be available to stewards under specific language in
many collective bargaining contracts.
SEXUAL HARASSMENT: Any unwanted comments, looks, suggestions,
advances or physical contact based on sex. Sexual harassment is against the
law when it is so frequent or severe that it creates a hostile or offensive work
enviornment, or when it results in an adverse employment decision, such as
firing or demoting the victim.
SOLICITATION: Asking; selling. An employer may have a “no solicitation”
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rule to prohibit employees from union organizing at work, but the rule may
not be valid if the employer allows other forms of solicitation such as fundraising ticket sales, etc.
SPLIT SHIFT: 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, a break of several hours is usually scheduled
between the reporting times of the workers.
STRIKE: A concerted act by a group of employees who withhold their
labor for the purpose of bringing about a change in wages, hours or working
conditions or to protest unfair labor practices.
STRIKE SANCTION: In order for a local union to receive strike benefits
from the union’s national treasury, the strike must be sanctioned by the
union’s national executive board.
SUBPOENA: A process document issued out of court requiring a witness
to attend to give testimony. A subpoena can also further require a witness to
bring relevant books or records. Commonly used in arbitration cases.
SUCCESSOR EMPLOYER: 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.
SUPERVISOR: 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 National Labor Relations Act 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 its anti-union workforce for future labor disputes.
SURFACE BARGAINING: 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 a violation of the employer’s duty to bargain, Section 8(a)(5) of
the National Labor Relations Act.
TRUSTEE: 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.
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 government process of a local union and take over
management of the local’s assets and the administration of its internal affairs.
The Landrum-Griffin Act of 1959 established controls over the establishment
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and administration of trusteeships.
ULP STRIKE: A type of strike organized by workers to protest an unfair
labor practice,(“ULP”) committed by their employer. As outlined in
the National Labor Relations Act (NLRA), ULP strikes have additional
protections for striking workers that extend to non-union workers. It is
unlawful for workers engaged in a ULP strike to be either discharged or
permanently replaced. When the ULP strike ends, unfair labor practice
strikers, absent serious misconduct on their part, are entitled to have their
jobs back even if replacement employees hired to do their work have to be
discharged.
UNFAIR LABOR PRACTICES: Those employer or union activities
classified as “unfair” by federal or state labor relations acts. Under the
National Labor Relations Act (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, failure to bargain in good faith, and
conducting secondary boycotts. The Railway Labor Act and many state
public sector labor laws contain definitions of unfair labor practices which
are similar to the NLRA definitions.
UNILATERAL CHANGE: Any change an employer makes without the
union’s consent. The subject of unilateral change is constantly evolving due
to National Labor Relations Board (NLRB) and court rulings. However,
unilateral change falls into three categories: before a first contract, during
bargaining, and during the contract’s terms. The NLRB recognizes that
an employer must bargain all changes in regard 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.
UNION BUSTER: A professional consultant or consulting firm which
provides tactics and strategies for employers trying to prevent unionization
or decertify unions.
UNION LABEL OR BUG: A stamp or tag on a product or card in a store
or shop to show that the work is performed by union labor. The “bug” is the
printer’s symbol.
UNION SECURITY CLAUSE: A provision in a collective bargaining
agreement designed to protect the institutional life of the union, such as
union shop and union dues check-off clauses.
UNION SHOP: A 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
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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.
VERBAL: Communication using words. Its opposite, “non-verbal”, refers to
gestures and grunts. Verbal communication may be oral or written. (NOTE:
Do not use “verbal” when you mean “oral” as in an “oral warning”).
VESTING: The amount of time that an employee must work to guarantee
that his or her accrued pension benefits will not be forfeited even if
employment is terminated.
VOLUNTARY SUBJECT OF BARGAINING: Subjects of bargaining other
than those considered to be mandatory. Either party may propose discussion
of such a subject, and the other party may voluntarily bargain on it. Neither
party may insist on 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.
VOLUNTEER ORGANIZING COMMITTEE (VOC): 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.
WEINGARTEN RIGHTS: The rights of employees covered by the National
Labor Relations Act 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.
WILDCAT STRIKE: A strike undertaken without official union
authorization. Although not necessarily illegal, these strikes are not
necessarily protected by the National Labor Relations Board.
WORKING CONDITIONS: Conditions pertaining to the workers’ job
environment, such as hours of work, safety, paid holidays and vacations, rest
periods, clothing or uniforms, possibilities of advancement, etc. Many of
these are included in the contract and subject to collective bargaining.
WRONGFUL TERMINATION: A civil action or lawsuit brought by a
discharged employee against the employer, alleging that the termination
violated or breached a statutory right, express public policy, or an
employment contract.
WWW.UFCW.ORG
