Size Of Bargaining Unit Research Articles

Strike Lengths: Correcting for Prestrike Announcements and the Ratio of Bargaining Size to Firm Size

Anticipating the duration of a labor strike can be vital for both sides of the dispute, as well as outside observers. The methods of a pair of studies using Canadian data are surveyed to analyze labor strikes in the United States from 1992 to 2008. Corrections are made for strikes with predetermined lengths (“one-day” strikes and the like), whose durations are more a function of the prior announcements than of other factors, such as number of employees striking and macroeconomic conditions. Strikes are found to be generally shorter when the striking unit represents a larger portion of the firm’s total workers, a proxy for its bargaining power. This ratio provides a better understanding of the strike dynamics (including expected length) than do sheer bargaining unit size or sheer firm size.

Union and Firm Preferences for Bargaining Outcomes in the Private Sector

The relative importance that firms and unions place on bargaining issues in the long run is investigated for the Canadian private sector. Survey results suggest that rankings are similarfor some outcomes, but diverge markedly for others. Variations in union rankings are more sensitive to economic conditions than are firm rankings, and union characteristics such as bargaining unit size and percentage of female membership determine union rankings over alternative outcomes, whereas a firm's industrial classification is an important determinant of management priorities.

Predicting Union Certification Elections in the Hospitality Industry

A study of the variables that are associated with the success of union organizing efforts for hotel workers found that certain factors are associated with greater union success. The study examined 190 certification elections between January 1999 and December 2001, nearly half of which involved either Hotel Employees and Restaurant Employees or the Teamsters. The average bargaining-unit size was fifty-six. Unions won just over half of the elections, and nearly half of those were decided by fewer than ten votes. Only two of six factors under consideration significantly affected election outcomes. Those were the size of the bargaining unit (a large unit diminishes the likelihood of union success) and the presence of more than one union on the ballot (on the theory that the intensity of employees’ involvement increases in such elections). Oddly, although few elections were held in right-to-work states, that factor did not significantly affect outcomes.

Regulating Conflict in Public Sector Labour Relations

Using a comprehensive collective bargaining data set, we examine dispute resolution patterns of all bargaining units in the province of Ontario over a 10-year period. A central finding is that bargaining units covered by legislation requiring compulsory interest arbitration arrive at impasse 8.7 percent to 21.7 percent more often than bargaining units in the right to strike sectors. Even after controlling for legislative jurisdiction, union, bargaining unit size, occupation, agreement length, time trend, and part-time status, strong evidence was found that compulsory arbitration has both chilling and dependence effects on the bargaining process. The problem of failure to reach negotiated settlements is particularly acute in the health care sector, especially among hospitals. Our results also call into question the use of interest arbitration in a central bargaining context. The centralized structure appears to exacerbate the negative effects of interest arbitration.

Union Certification Elections in Nursing Care Facilities

This empirical study examines 387 union certification elections conducted by the National Labor Relations Board in nursing care facilities (North American Industry Classification System 623) from January 1999 to December 2001. Unions won 60% of the elections. Service Employees International Union was involved in 42% of the elections. Bargaining unit size significantly impacted union victory. Unions had a better probability of winning elections in the northeast and midwest than in the south. Unlike other industries, American Federation of Labor-Congress of Industrial Organizations affiliated unions did not suffer a big labor image in nursing care facilities. Implications for union organizers and administrators of nursing care facilities are discussed.

Gender Bias in Family Benefit Provision

Although the role of women in society has changed greatly in recent years, family benefit provisions may still be reflective of traditional notions of women's role as mother and homemaker. I examine this possibility through a case study of 120 collective agreements in a major Canadian union. In addition, the role of bargaining unit size, percentage of females in the bargaining unit, percentage of females on the negotiating committee and sector in the provision of family benefits are examined. It was found that the content and provision of family benefits were reflective of traditional notions of women. Through a step-wise multiple regression, it was also found that the percentage of females in a bargaining unit had the strongest predictive power of the four independent variables. Practical implications of the findings are discussed in light of current legislation governing the provision of family benefits and past research.

The Determinants and Extent of UAW Pattern Bargaining

The author, using two new data sets covering UAW contract outcomes in a wide range of industries, estimates the degree to which the union's target settlement with a Big Three automaker was followed in subsequent settlements in the same bargaining round over the years 1955–79 and 1987–90. Using several different specifications and examining both wage levels and percent wage increases, he finds that target settlements had large, statistically significant spillover effects in all years, although the effects were considerably smaller in 1987–90 than in 1955–79. Bargaining unit size and industry had important influences on pattern-following in all years. Firm-specific financial health indicators had little influence on pattern-following in the earlier period, but an important influence in 1987–90.

An analysis of multi-union elections involving incumbent unions

This article investigates the extent and outcomes of multi-union elections involving incumbent unions between 1974 and 1986. During this 13 year period a total of 1423 raid elections (an average of 109 per year) were conducted. The data reveal that the number of raid elections is declining and that unions, as opposed to no-union, continue to be victorious in the majority of cases, although there is considerable regional, industrial, union, and bargaining unit size variance in union victory rates.