Bargaining Unit Research Articles

A Note On: Technological Change, Trade Union Structure and the Appropriate Bargaining Unit

A Note On: Technological Change, Trade Union Structure and the Appropriate Bargaining Unit

The Road to the Future: A Trade-Union Commission for Self-Analysis

The common conviction throughout current debate on the American trade-union movement is that the need is serious for self-analysis and appraisal of union policies, struc tures, operations, and personnel. Examination by an internal body is necessary. There is agreement within the trade-union movement that the need is great for vigorous propagation of unionism among the unorganized—as well as for organizing the organized. In the area of collective bargaining, the unions must develop a rounded program for dealing with changing economic tides affecting the general economy and the indi vidual bargaining units and must work out methods of aiding workers in gaining income security and access to facilities for job and personal adjustment. In recent times, the union posi tion has been defensive rather than aggressive. At the same time that the trade-union movement seeks to enhance the posi tion of its members, it must respond to the call to adjust its collective-bargaining demands and strategy to the national and public interests and to participate responsibly in defining their meaning. Examination and adjustment of relations be tween the rank-and-file membership and the union leadership are a challenge to the movement. Also, structural adjustments at federation and union levels are indicated in view of changes in the general economy, job structures, business organizations, and political policy. The burden for action is on the official union leadership. A trade-union commission established to conduct a full-dress self-examination of the movement would be a salutary method of beginning the revitalization.—Ed.

Labor Law: Appropriate Bargaining Unit under Section 9 (b) of the Taft-Hartley Act: Determination Requires NLRB to Exercise Discretion

Labor Law: Appropriate Bargaining Unit under Section 9 (b) of the Taft-Hartley Act: Determination Requires NLRB to Exercise Discretion

The Structure of Bargaining Units in the United States

The distribution of collective bargaining units in the United States by employer and employee size, industries, geographical location, size of city, and unions is delineated in this article. The study, undertaken by staff of the Yale Labor and Management Center, is based on data supplied by United States Commissioners of Conciliation on the characteristics of 18,000 bargaining units which they serviced in 1953. (Author's abstract courtesy EBSCO.)

Labor Law. Lockout by Nonstruck Members of Multi-Employer Bargaining Unit Is Unlawful despite Whipsawing Strike against One Member

Labor Law. Lockout by Nonstruck Members of Multi-Employer Bargaining Unit Is Unlawful despite Whipsawing Strike against One Member

Labor Law: LMRA: Duty of Certified Union to Represent Bargaining Unit Fairly

Labor Law: LMRA: Duty of Certified Union to Represent Bargaining Unit Fairly

Single-Employer and Multi-Employer Lockouts under the Taft-Hartley Act

HT HE growth of multi-employer bargainingl has been accompanied by increased litigation regarding the legality of the so-called multi-employer lockout, i.e., a lockout by the unstruck members of a multi-employer bargaining unit, who are subject to an express or implied strike threat, in response to a strike called against one or more members of their group after an impasse in negotiations for a master contract. Although such a lockout may raise anti-trust questions,2 as well as questions under the TaftHartley Act, recent litigation has arisen exclusively under the Taft-Hartley Act. This litigation has made only one thing clear: The NLRB, according to the reviewing courts, is always wrong. Thus the initial position taken by a majority of the Board (pre-Eisenhower), that defensive lockouts are illegal under the Taft-Hartley Act, was rejected by the courts of appeals in three circuits.3 A new

Labor Law: Inclusion of Supervisors in Rank-and-File Bargaining Unit Contrary to State "Public Policy"

Labor Law: Inclusion of Supervisors in Rank-and-File Bargaining Unit Contrary to State "Public Policy"

Labor Law. Temporary Lockout by Members of Multiemployer Bargaining Unit Who Had Not Been Struck Held Not Discriminatory Where Union Called Single Member Strike Pursuant to Announced "Whipsawing Process"

Labor Law. Temporary Lockout by Members of Multiemployer Bargaining Unit Who Had Not Been Struck Held Not Discriminatory Where Union Called Single Member Strike Pursuant to Announced "Whipsawing Process"

Duty of Union to Minority Groups in the Bargaining Unit

Duty of Union to Minority Groups in the Bargaining Unit

The Appropriate Bargaining Unit Controversy

The Appropriate Bargaining Unit Controversy

Bi-State Bargaining Unit Denied Union Shop Election in State with Anti-Union Shop Act: Labor Law. Labor-Management Relations Act, 1947. Section 14(b) Removes All Federal Restrictions upon State Legislation Prohibiting Compulsory Unionism

Bi-State Bargaining Unit Denied Union Shop Election in State with Anti-Union Shop Act: Labor Law. Labor-Management Relations Act, 1947. Section 14(b) Removes All Federal Restrictions upon State Legislation Prohibiting Compulsory Unionism

Labor Law. Statutes and Interpretation. Union Entitled to Review of Order Determining Bargaining Unit on Appeal from Dismissal of Its Subsequent Unfair-Labor-Practice Charge

Labor Law. Statutes and Interpretation. Union Entitled to Review of Order Determining Bargaining Unit on Appeal from Dismissal of Its Subsequent Unfair-Labor-Practice Charge

Recent Trends of the New York State Labor Relations Board in Determining the Appropriate Bargaining Unit

Recent Trends of the New York State Labor Relations Board in Determining the Appropriate Bargaining Unit

National Labor Relations Act. Supervisory Employees Entitled to Representation by Independent Union as Collective Bargaining Unit

National Labor Relations Act. Supervisory Employees Entitled to Representation by Independent Union as Collective Bargaining Unit

The Appropriate Bargaining Unit Question Under the Railway Labor Act

Historical background, 250.— The 1934 Amendments, 252.—-The meaning of “craft or class,” 253. — The meaning of “carrier,” 256. — The race question and the bargaining unit, 260. — The foremen and the bargaining unit, 263. — The bargaining unit in the air transport industry, 265. — Conclusions, 266.

Labor Law. National Labor Relations Act. NLRB Held without Power to Rely on Globe Election in Determining Bargaining Unit

Labor Law. National Labor Relations Act. NLRB Held without Power to Rely on Globe Election in Determining Bargaining Unit

Determination of the "Appropriate Bargaining Unit" in Multi-Plant Enterprises

Determination of the "Appropriate Bargaining Unit" in Multi-Plant Enterprises

The "Appropriate Bargaining Unit" Problem

I. Origin and scope of the problem, 93. — II. Two types of cases, 96. — Comparison with the Railway Labor Act, 96. — Policy of the Labor Board, 97. — III. Criticisms of the Board's administration of Section 9(b), 102. — The Supreme Court's decision, 105. — Three broad questions of social policy now seen to be involved, 106.

Labor Law. National Labor Relations Board. Appropriate Bargaining Unit May Include Widely Separated Plants

Labor Law. National Labor Relations Board. Appropriate Bargaining Unit May Include Widely Separated Plants