The document provides information on industrial relations and labor laws in the United States. It discusses key topics such as the recognition of trade unions, collective bargaining process, workplace safety regulations, maternity leave policies, grievance procedures, and alternative dispute resolution practices. The rights of employees and unions are protected through various labor laws and regulations established over time to govern employer-employee relations in the country.

1. “Industrial Relationship of
USA”
TEAM
SPARKLE

2. Profile Of USA
Capital: Washington, D.C.
Area: 9,826630 km (square)
Population: 324,700,000 (March 2017)
Population growth rate: 0.75%
Government : Constitution-based federal
republic.
Currency: US Dollar.
Language: English-230 million,
Religion: Protestant-52%, Roman Catholic-
24%,
Ethnic Group White-81.7%, Black-12.9%,
Asian-4.2%,

3. Map of
USA

4. Most Culturally Diverse Country
USA described as a Melting Pot
Culture Encompasses Customs,Tradition,, Religion Food, &
Wear
Culture of USA
According to the U.S.Census Bureau- A child is born every
8 seconds, and a person dies every 12 seconds.

5. Reason For Joining Trade Union In
USA
Greater Bargaining
Power
Make Their Voice
Hard
Sense of
Belongingness
Other
s

6. Recognition
Legal
Framework
Advocate polices and legislation on behalf of
workers in the United States and Canada,
and take an active role in politics. The AFL-
CIO is especially concerned with global trade
issues.
The Fair Labor Standards act of 1938 requires a
federal minimum wage, currently $7.25 but higher
in 28 states, and discourages unhealthy working
weeks over 40 hours through time and a half
overtime pay.

7. Roles of USA Trade Union
Number of Trade Unions
Members
United States trade unions sets the rights and
duties for employees, labor unions and
employers in the United States.
Trade Union’s basic aim is to remedy the
“inequality of bargaining power” between
employees and employers..
In 2016, there were 14.6 million members in U.S. down
from 17.7 million in 1983

8. Statue of
“Give me your
tired, your poor,
your huddled
masses
yearning to
breathe free…..”

9. LABOR LAW
Labor laws grant employees in certain sectors the right
to unionize and allows employers and employees to
engage in certain workplace related activities in order
to further their demands for changes in the employers-
employee relationship.

10. Wage &
Hour
Safety & Health
Discriminat
Workplace Standar
Benefits & Pension

11. Collective Bargaining
Collective bargaining is a process of negotiation between employers
and a group of employees aimed at agreements to regulate working
salaries, working conditions, benefited and other aspects of
workers’ compensation and rights.

12. Cardinal features of Collective
Bargaining
by
National Labor Relation Act
(NLRA)
 Unfair Labor Practices
 Bargaining Unit
 Majority Rule
 Certification
 Exclusive Representation
 Duty to Bargain
 Written agreements for a specified term
 Voluntary Mediation
 Impasse
 Strikes &Lockouts
 Striker Replacement

13. Conditions of Service &
Employment
he Federal Employment Service Act. was introduced to
provide a national employment system. The national
employment system known as the United States Employment
Service (USES) was established with cooperation from the
states. A contract of employment can always create better
terms than statutory minimum rights.

14. Workplace safety and health
Three Department of Labor (DOL) agencies have responsibility for the
administration and enforcement if the laws enacted to protect the safety
and health of workers in United States of America-
1. Disability Insurance
2. Mine Safety &Health
3. Occupational safety & Health
4. Whistleblower Protection
5. Worker’s Compensation
6. Youth Worker safety & Health.

15. Maternity leave procedure in
United States
 It is regulated by Labor Law. There is a right to a temporary and unpaid
period of absence from employment granted to expectant or new
mother’s during the months immediately before and after childbirth
 These policies are generally aimed at supporting the mother’s full
recovery from childbirth and facilitating a stronger mother-child bond.
 The Family and Medical Leave Act of 1983 (FMLA) requires 12 week of
unpaid leave actually for mothers of newborn or newly adopted children.
 One of the lowest levels of leave in the industrialized world
 In comparison to other countries, the United States is one of the only
countries that has not passed laws requiring business and corporations to

16. Workers
Development
Employee development is a joint initiative
of the employee as well as the employer to
upgrade the existing skills and knowledge
of an individual.

17. Job Club
Job Creation
Job Training
Programs

18.  Despite steady improvements in the U.S. economy, more than 5
years after the end of the Great Recession, long-term
unemployment remains stubbornly high.
 Half of all jobseekers get their jobs through networking.
Employment
Services

19.  A grievance is a complaint that may or may not be justified.
 It can be formal, or an emotional matter.
Employee
Grievance

20.  Unfair Management
 Economic reasons
 Poor communication
 Personality traits
 Culture of organization
Reasons behind Grievance

21.  Employee grievance should be submitted in a proper channel
 The supervisor of the employee should be informed and spoken to.
 A review committee should examine the grievance for its validity.
 If the employee grievance is not resolved there should be a further
body where it can be appealed, like -labor court.
Grievance Procedure

22. Industrial Dispute
An Industrial Dispute maybe defined
as a conflict or Difference of opinion
between management and workers on
the terms of employment.

23. History of USA Industrial
Disputes
In 1636, for instance, there was a fisherman's strike on an
island off the coast of Maine and in 1677 twelve Carmen
were fined for going on strike in New York City. However,
most instances of labor unrest during the colonial period
were temporary and isolated, and rarely resulted in the
formation of permanent groups of laborers for negotiation
purposes.

24. Labor conflict resolution machineries have concentrated on collective dispute
settlement in USA. Grievance procedures stipulated in labor contracts have not
been working effectively. The center of gravity of labor management relations has
shifted from collective bargaining with labor unions to individual workers both in
the unorganized sector and the non-union members within the organized sector.
Similarities and differences between the United States and Japan are examined.
Vague demarcation between rights and interest disputes as well as between
collective and individual disputes characterizes the disputes settlement
machineries in USA.
Labor Disputes Resolution
in USA

25. Alternative dispute resolution helps to:
 Cut parties' time and expenses
 Reduce court's caseloads and expenses
 Improve public satisfaction with the justice system
 Preserve parties' relationships
 Provide early and speedy settlement
 Provide accessible forums to people with disputes
 Teach the public to try procedures that are more
effective than
Alternative Disputes Resolution
in USA

26. THANK YOU