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Review and briefly summarize the three phases in the Labor Relations Process.
How do you feel each phase helps the ownership and/or employee? In what ways does each phase hinder the ownership and/or employee? Support your answers with examples and cited work as necessary.
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Phases in the Labor Relations Process
The labor relations process involves managers (representing the ownership interests) and a labor
organization (union), selected by employees as their exclusive bargaining agent to represent their
interests. Managers and union representatives jointly determine and administer work rules. Where
employees are not represented by a union, work rules are typically determined unilaterally by the
employer with the opportunity for individual bargaining between an employee and his or her
employer at the employer’s discretion. The negotiation and administration of work rules
demonstrate considerable variation across public- and private-sector organizations in the United
States, reflecting unique aspects of each organization.
The labor relations process includes three basic phases:
1. Recognition of the legitimate rights and responsibilities of union and management
representatives. Employees have a legal right to form and join a union or to refrain from
doing so (see Chapters 3 and 5). Labor law also sets forth the rights and responsibilities of
management and union officials to abide by applicable laws and labor agreement (contract)
terms. From a union’s perspective, phase 1 may be the most important phase because without
gaining legal recognition as the exclusive bargaining representative of a group of employees
in phase 1, the process does not proceed to phases 2 and 3.
2. Negotiation of the labor agreement, including appropriate strategies, tactics, and
impasse resolution techniques. Contract negotiation involves union and
management representatives jointly determining work rules (policies) governing the parties’
rights and responsibilities affecting wages, hours, or other terms and conditions of
employment (discussed in Chapters 6, 7, and 8). The outcomes of such negotiations have an
important impact on a firm’s labor costs, management’s rights, and covered employees’
standard of living. Most interest disputes (i.e., a dispute over what the terms or conditions of
employment or work rules will be) are resolved voluntarily by union and management
negotiators during the bargaining process. Strikes, lockouts, mediation, and interest arbitration
are examples of impasse resolution techniques (discussed in Chapter 9) that can be used to
resolve an interest dispute. Phase 2 of the labor relations process generally receives the most
media attention even though phases 1 and 3 are equally essential.
3. Administration of the negotiated labor agreement—the interpretation and application of
labor contract terms on a daily basis.Once contract terms have been settled in phase 2, there
is a need to apply those terms every day during the stated term or duration of the labor
agreement. The contract enforcement phase of the labor relations process is generally
accomplished through daily union and management interactions and, when necessary, the use
of a grievance-arbitration procedure to resolve rights disputes (i.e., disputes over the
interpretation or application of a contract’s terms, discussed in Chapters 10, 11, and 12).
Resolving rights disputes accounts for the most time and energy spent by union and
management officials in the labor relations process and usually involves a larger number of
these officials than the preceding phases.
Of course, not all labor-management relationships progress smoothly through these three
phases. Indeed, employees and their chosen union representative at some public- and private-sector
organizations have a difficult time moving from the recognition of an employee bargaining
representative (phase 1) through the remaining two phases of the process.1
The phases of the labor relations process are subject to qualitative variation as well. In the first
phase, for example, organizations vary in the amount of mutual trust and respect union and
management officials have for each other’s goals. In the second phase, negotiations are carried out
with different levels of intelligence, preparation, and sincere desire to achieve results. The third
phase may vary as to how well the negotiated labor agreement is understood and effectively
administered in good faith by both parties. There are probably as many different relationships as
there are union and management officials negotiating labor agreements.
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Running head: THE THREE PHASES IN THE LABOR RELATION PROCESS
The Three Phases in the Labor Relation Process
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THE THREE PHASES IN THE LABOR RELATION PROCESS
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The Three Phases in the Labor Relation Process
The labor relation process entails managers representing interests and labor organization
union, appointed by the employees to advocate for their benefits (Holley et al.2011). The labor
process includes the following phases. One of these phases is the knowledge of the legitimate
rights and the responsibility of the union and management representative. In this phase, the
employees have a right to be members of a particular union, and they can as well decline from
such membership. The stage is...
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