Collective bargaining is defined as negotiation between an employer and a union to determine wages, hours, and other terms of employment for a group of employees with common duties. The major purpose of collective bargaining in education is to develop leadership skills related to understanding and applying collective bargaining law. State labor laws govern relations between public school districts and teachers' unions, with collective bargaining statutes differing between states. Illinois has an Educational Labor Relations Act that establishes the right of educational employees to organize and bargain collectively.
There has been continuous erosion of the influence and power of trade unions over the last three decades. Does this indicate that the industrial relations system premised on a concept that there is an imbalance of power in the employment relationship is now outdated, that workplace problems in a complex business environment are better addressed by new approaches such as ‘human resource management’ or organisational behaviour
The Equal Employment Opportunity (EEO) Act – Benefits, Rights and Responsibil...Amelia Figueroa
The Equal Employment Opportunity (EEO) Act, implemented by the Federal government, applies to private employers, labor organizations, employment agencies, and educational institutions under states and Federal governments. In this article, we briefly discuss the benefits, rights and responsibilities under the EEO Act.
The Implementation of Project-Based Learning by Adrian Vega and Casey Graham ...William Kritsonis
Adrian Vega and Casey Graham Brown - Published in the NATIONAL FORUM OF EDUCATIONAL ADMINISTRATION AND SUPERVISION JOURNAL, Volume 30, Number 1, 2012-2013 - Dr. William Allan Kritsonis, Editor-in-Chief, NATIONAL FORUM JOURNALS
Dr. William Allan Kritsonis
Personnel Issues
Public School Law Series
National Issues & Concerns - New Answers To Lingering Problems in Public School Law
Dr. William Allan Kritsonis
Personnel Issues
Public School Law Series
National Issues & Concerns - New Answers To Lingering Problems in Public School Law
There has been continuous erosion of the influence and power of trade unions over the last three decades. Does this indicate that the industrial relations system premised on a concept that there is an imbalance of power in the employment relationship is now outdated, that workplace problems in a complex business environment are better addressed by new approaches such as ‘human resource management’ or organisational behaviour
The Equal Employment Opportunity (EEO) Act – Benefits, Rights and Responsibil...Amelia Figueroa
The Equal Employment Opportunity (EEO) Act, implemented by the Federal government, applies to private employers, labor organizations, employment agencies, and educational institutions under states and Federal governments. In this article, we briefly discuss the benefits, rights and responsibilities under the EEO Act.
The Implementation of Project-Based Learning by Adrian Vega and Casey Graham ...William Kritsonis
Adrian Vega and Casey Graham Brown - Published in the NATIONAL FORUM OF EDUCATIONAL ADMINISTRATION AND SUPERVISION JOURNAL, Volume 30, Number 1, 2012-2013 - Dr. William Allan Kritsonis, Editor-in-Chief, NATIONAL FORUM JOURNALS
Dr. William Allan Kritsonis
Personnel Issues
Public School Law Series
National Issues & Concerns - New Answers To Lingering Problems in Public School Law
Dr. William Allan Kritsonis
Personnel Issues
Public School Law Series
National Issues & Concerns - New Answers To Lingering Problems in Public School Law
William Allan Kritsonis, PhD
William H. Parker Leadership Academy Hall of Honor
In 2008, Dr. Kritsonis was inducted into the William H. Parker Leadership Academy Hall of Honor, Graduate School, Prairie View A&M University – The Texas A&M University System. He was nominated by doctoral and master’s degree students.
Dr. Kritsonis Lectures at the University of Oxford, Oxford, England
In 2005, Dr. Kritsonis was an Invited Visiting Lecturer at the Oxford Round Table at Oriel College in the University of Oxford, Oxford, England. His lecture was entitled the Ways of Knowing Through the Realms of Meaning.
Dr. Kritsonis Recognized as Distinguished Alumnus
In 2004, Dr. William Allan Kritsonis was recognized as the Central Washington University Alumni Association Distinguished Alumnus for the College of Education and Professional Studies. Dr. Kritsonis was nominated by alumni, former students, friends, faculty, and staff. Final selection was made by the Alumni Association Board of Directors. Recipients are CWU graduates of 20 years or more and are recognized for achievement in their professional field and have made a positive contribution to society. For the second consecutive year, U.S. News and World Report placed Central Washington University among the top elite public institutions in the west. CWU was 12th on the list in the 2006 On-Line Education of “America’s Best Colleges.”
Founder of National FORUM Journals – Over 4,000 Professors Published
Dr. Kritsonis is founder of NATIONAL FORUM JOURNALS (since 1983). These publications represent a group of highly respected scholarly academic periodicals. Over 4,000 writers have been published in these refereed, peer-reviewed periodicals. In 1983, he founded the National FORUM of Educational Administration and Supervision – now acclaimed by many as the United States’ leading recognized scholarly academic refereed journal in educational administration, leadership, and supervision.
In 1987, Dr. Kritsonis founded the National FORUM of Applied Educational Research Journal whose aim is to conjoin the efforts of applied educational researchers world-wide with those of practitioners in education. He founded the National FORUM of Teacher Education Journal, National FORUM of Special Education Journal, National FORUM of Multicultural Issues Journal, International Journal of Scholarly Academic Intellectual Diversity, International Journal of Management, Business, and Administration, and the DOCTORAL FORUM – National Journal for Publishing and Mentoring Doctoral Student Research. The DOCTORAL FORUM is the only refereed journal in America committed to publishing doctoral students while they are enrolled in course work in their doctoral programs. In 1997, he established the Online Journal Division of National FORUM Journals that publishes academic scholarly refereed articles daily on the website: www.nationalforum.com. Over 500 professors have published online. In January 2007, Dr. Kritsonis established Focus: On Colleges, Universities, and Schools.
Dr. William Allan Kritsonis
Personnel Issues
Public School Law Series
National Issues & Concerns - New Answers To Lingering Problems in Public School Law
Dr. David E. Herrington, PhD Dissertation Chair for CHENG-CHIEH LAI, PVAMU/Th...William Kritsonis
Dr. David E. Herrington, PhD Dissertation Chair for CHENG-CHIEH LAI, PVAMU/The Texas A&M University System, 2008. Committee Members: Dr. William Allan Kritsonis, Dr. Camille Gibson, Dr. Tyrone Tanner, Dr. Pamela T. Barber Freeman
Dr. Douglas S. Hermond published in the National FORUM of Educational Adminis...William Kritsonis
Dr. Douglas S. Hermond published in the National FORUM of Educational Administration and Supervision Journal - See: www.nationalforum.com - National Refereed Article: Determining the Learning Styles of Prospective Educational Leaders - Dr. William Allan Kritsonis, Editor-in-Chief
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Meeting Other HR Goals
Chapter
Collective Bargaining and Labor Relations
Chapter
Managing Human Resources Globally
Chapter
Creating and Maintaining High-Performance Organizations
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chapter fourteen
Collective Bargaining and
Labor Relations
What Do I Need to Know?
After reading this chapter, you
should be able to:
LO1 Define unions and labor relations and
their role in organizations.
LO2 Identify the labor relations goals of
management, labor unions, and
society.
LO3 Summarize laws and regulations that
affect labor relations.
LO4 Describe the union organizing
process.
LO5 Explain how management and unions
negotiate contracts.
LO6 Summarize the practice of contract
administration.
LO7 Describe more cooperative
approaches to labor-management
relations.
Introduction
The costs of health care are skyrocketing. As we dis-
cussed in the previous chapter, individuals, insur-
ance companies, and government agencies that pick
up the tab are crying out that mounting increases
must be slowed. So health care providers are look-
ing for ways to improve efficiency. At many hospi-
tals, cost control involves asking fewer workers to
do more. Nurses and other workers are expected to
handle more patients, perform more tasks, and work
more hours. Often, health professionals are troubled
by these changes. They worry that they will burn
out and that patient care will suffer. Or they worry
that their employer will control costs by laying them
off or refusing pay increases. These changes and
pressures have led some health care workers to join
labor unions. Recently, union membership among
professional and technical health care workers, such
as registered nurses and laboratory technologists, in-
creased by more than 10 percent. 1
The presence of unions at a hospital changes
some aspects of human resource management by di-
recting more attention to the interests of employees
as a group. In general, employees and employers
share the same interests. They both benefit when
the organization is strong and growing, providing
employees with jobs and employers with profits. But
although the interests of employers and employees
overlap, they obviously are not identical. In the case
of pay, workers benefit from higher pay, but high pay
cuts into the organization’s profits, unless pay in-
creases are associated with higher productivity or
better customer service. Workers may negotiate dif-
ferences with their employers individually, or they
may form unions to negotiate on their behalf. This
chapter explores human resource activities in orga-
nizations where employees belong to unions or
where employees are seeking to organize unions.
W.
Despite some progress in advancing the agenda on aid effectiveness for development results,
trade unions contend that much more needs to be done if the Paris Declaration/Accra agenda for action processes are to move significantly forward in terms of real development effectiveness.
Given the shortcomings of the neo-liberal paradigm that has dominated development policy-making and caused persistent poverty and a huge decent work deficit, trade unions call for a
more comprehensive development paradigm that shifts from aid to development effectiveness.
Development effectiveness is defined by trade unions as the generation of positive social
outcomes in terms of decent work, social protection, social dialogue, respect for human and
trade union rights, gender equality, environmental sustainability, and the enjoyment of decent livelihoods and well being by all. To achieve development effectiveness, trade unions call for the adoption by the Fourth High Level Forum of a Busan Declaration on Development
Effectiveness which should address three major goals:
I) Achieving development effectiveness,
II) Realizing the commitments made on aid effectiveness, and
III) Supporting trade union and CSO’s as development actors in their own right.
Overview of the History and Status of Teachers’ UnionsJeremy Knight
Teachers’ unions are a powerful force in local, state, and federal politics, but Janus vs. the American Federation of State, County, and Municipal Employees (AFSCME) could change that. At the heart of this case is a key source of union revenue: agency fees.
Public sector unions, including teachers’ unions, collect revenue from the professionals they represent. From members, they collect membership dues that can be used for a wide range of activities, including political advocacy. In 22 states and D.C., unions can collect so-called “agency fees” from nonmembers. These fees are typically less than full membership dues and enable workers to opt out of supporting unions’ political activities while still supporting unions’ collective bargaining activities that benefit all workers.
If the Court overturns long-standing precedent and rules mandatory agency fees unconstitutional, it will likely have far-reaching effects on unions’ finances, and subsequently, on their power and influence. But to fully understand the potential effects of the Janus decision, it is necessary to first understand the history and current context in which teachers’ unions are operating. We created this slide deck to ensure that sector leaders, reporters, and commentators have a reliable resource to access this key information.
The deck begins with an overview of the history of public and private sector unions dating back to the early 1900s. It then provides a summary of the history and current status of teachers’ unions specifically: major successes related to collective bargaining, controversy and criticism surrounding their increasing political activities, and their response to the increasing accountability in federal education legislation. We then offer current data and information on the nation’s two largest teachers’ unions, including membership data, financial data, a description of their organizational structure and the services they provide, and an overview of recent activities including teacher strikes and walkouts. We conclude the deck by summarizing the Janus case and its potential impacts on teachers’ unions and offering questions yet to be answered about the future of teachers’ unions post-Janus.
This analysis offers an accurate and objective set of information to those wanting to inform their understanding of this historic case.
- Collective Bargaining
- Trade Union
- Why Employees Join Trade Union
- Factors Leading to Employee Unionization
- Collective Bargaining
- Process of Collective Bargaining
Instructions for Submissions thorugh G- Classroom.pptxJheel Barad
This presentation provides a briefing on how to upload submissions and documents in Google Classroom. It was prepared as part of an orientation for new Sainik School in-service teacher trainees. As a training officer, my goal is to ensure that you are comfortable and proficient with this essential tool for managing assignments and fostering student engagement.
The Indian economy is classified into different sectors to simplify the analysis and understanding of economic activities. For Class 10, it's essential to grasp the sectors of the Indian economy, understand their characteristics, and recognize their importance. This guide will provide detailed notes on the Sectors of the Indian Economy Class 10, using specific long-tail keywords to enhance comprehension.
For more information, visit-www.vavaclasses.com
We all have good and bad thoughts from time to time and situation to situation. We are bombarded daily with spiraling thoughts(both negative and positive) creating all-consuming feel , making us difficult to manage with associated suffering. Good thoughts are like our Mob Signal (Positive thought) amidst noise(negative thought) in the atmosphere. Negative thoughts like noise outweigh positive thoughts. These thoughts often create unwanted confusion, trouble, stress and frustration in our mind as well as chaos in our physical world. Negative thoughts are also known as “distorted thinking”.
How to Create Map Views in the Odoo 17 ERPCeline George
The map views are useful for providing a geographical representation of data. They allow users to visualize and analyze the data in a more intuitive manner.
The Art Pastor's Guide to Sabbath | Steve ThomasonSteve Thomason
What is the purpose of the Sabbath Law in the Torah. It is interesting to compare how the context of the law shifts from Exodus to Deuteronomy. Who gets to rest, and why?
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
Students, digital devices and success - Andreas Schleicher - 27 May 2024..pptxEduSkills OECD
Andreas Schleicher presents at the OECD webinar ‘Digital devices in schools: detrimental distraction or secret to success?’ on 27 May 2024. The presentation was based on findings from PISA 2022 results and the webinar helped launch the PISA in Focus ‘Managing screen time: How to protect and equip students against distraction’ https://www.oecd-ilibrary.org/education/managing-screen-time_7c225af4-en and the OECD Education Policy Perspective ‘Students, digital devices and success’ can be found here - https://oe.cd/il/5yV
Palestine last event orientationfvgnh .pptxRaedMohamed3
An EFL lesson about the current events in Palestine. It is intended to be for intermediate students who wish to increase their listening skills through a short lesson in power point.
This is a presentation by Dada Robert in a Your Skill Boost masterclass organised by the Excellence Foundation for South Sudan (EFSS) on Saturday, the 25th and Sunday, the 26th of May 2024.
He discussed the concept of quality improvement, emphasizing its applicability to various aspects of life, including personal, project, and program improvements. He defined quality as doing the right thing at the right time in the right way to achieve the best possible results and discussed the concept of the "gap" between what we know and what we do, and how this gap represents the areas we need to improve. He explained the scientific approach to quality improvement, which involves systematic performance analysis, testing and learning, and implementing change ideas. He also highlighted the importance of client focus and a team approach to quality improvement.
2. COLLECTIVE BARGIANING DEFININTION Collective bargaining is defined as the negotiation between an employer and a union to determine the wages, hours and other terms of employment for a group of employees with common duties and interests and similar pay. The collective bargaining agreement will be active for a set period of time.
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5. STATE AND LOCAL PROVISIONS GOVERNING COLLECTIVE BARGAINING The National Labor Relations Act governs labor relations in private schools, subject to some limitations. A teachers’ union of a private schools should determine whether the NRLA applies to its school. State labor statues generally govern labor relations between public school districts and teachers’ unions. Collective bargaining statues differ considerably from state to state, with some states providing much more guidance and specific rules than others.
6. Forming and Joining A Union To Bargain Collectively Laws governing the representation process are often quite complex. This process prefaces the collective bargaining process and involves numerous considerations, including types of employees that will constitute a “bargaining unit,” as well as the selection of an appropriate union to represent teachers. In the public school sector, state law affects both of these determinations. Some states exclude certain employees from a bargaining unit, including supervisors and individuals in management positions.
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8. ILLINOIS EDUCATIONAL LABOR ACT The Illinois Educational Labor Act is an act to establish the right of educational employees to organize and bargain collectively to define and resolve unfair practice disputes and to establish the Illinois Educational Labor Relations Board to administer the Act.
9. ILLINOIS SCHOOL DISTRICT BUDGET PROCESS Collective bargaining is one of the most complex areas of school administration. Successful experiences in this endeavor involve the ability to timely orchestrate a myriad of special skills and knowledge. School law, labor law, personal administration, human relations, labor relations, school finance, community pressures, communication skills, and common sense is included in this myriad. Access to timely and accurate information is also vital to successfully completing negotiations. They also publish a annual IASA publication to assist in the collection of key salary and general contract data that can be used in collective bargaining planning and decision making.
10. COLLECTIVE BARGAINING TIGHTROPE The collective bargaining process between a board of education and a teachers’ union can have wide-ranging effects, not only for board members and teachers but also for the community. The superintendent, often caught in the middle, must put politics aside and focus on doing what’s right for the students.
11. ILLINOIS PROVISIONS GOVERNING COLLECTIVE BARGAINING Illinois: Educational employees at all levels permitted to bargain under the Illinois Educational Labor Relations Act. However, several types of employees, including supervisors, managers, confidential employees, short-term employees, and students, are excluded from bargaining by statue. Impasse procedures include mediation and fact-finding. Arbitration is permitted. Strikes are permitted after several conditions set forth in the statue are met.
