Labor Relations Cheat Sheet

The core ideas of Labor Relations distilled into a single, scannable reference — perfect for review or quick lookup.

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Quick Reference

Collective Bargaining

The process by which a labor union and an employer negotiate the terms and conditions of employment, including wages, hours, benefits, and workplace rules. It is a legally protected right under the National Labor Relations Act.

Grievance Procedure

A formal process established in a collective bargaining agreement through which employees and unions can raise complaints about contract violations or unfair treatment, typically involving multiple steps from shop-floor resolution to binding arbitration.

Unfair Labor Practice (ULP)

Actions by employers or unions that violate the rights established under the National Labor Relations Act, such as interfering with employees' right to organize, discriminating against union members, or refusing to bargain in good faith.

Right to Work

State laws that prohibit union security agreements, meaning employees in unionized workplaces cannot be required to join the union or pay union dues as a condition of employment. These laws exist in over half of U.S. states.

Arbitration

A dispute resolution process in which a neutral third party (the arbitrator) hears arguments from both sides and renders a binding or non-binding decision. In labor relations, it is commonly used to resolve grievances and, in some cases, contract impasses.

Union Certification

The process by which a group of employees gains official recognition of a labor union as their exclusive bargaining representative, typically through a secret-ballot election administered by the NLRB or by voluntary employer recognition.

Strike

A collective work stoppage by employees to pressure an employer during a labor dispute. Strikes can be economic strikes (over wages and conditions) or unfair labor practice strikes (protesting employer violations of labor law).

Bargaining Unit

A group of employees with a clear and identifiable community of interest who are represented by a single labor union for the purposes of collective bargaining, as determined by the NLRB.

Management Rights

The authority retained by employers to make business decisions such as hiring, firing, scheduling, and directing the workforce, often codified in a management rights clause within the collective bargaining agreement.

Good Faith Bargaining

The legal obligation under the NLRA for both employers and unions to meet at reasonable times, exchange relevant information, and make genuine efforts to reach agreement on mandatory subjects of bargaining, without any requirement to actually reach a deal.

Key Terms at a Glance

Arbitration:A dispute resolution process where a neutral third party hears both sides and renders a decision, often binding, to resolve a labor-management conflict.

Authorization Card:A document signed by an employee indicating their desire for union representation, used to demonstrate sufficient interest for an NLRB election.

Bargaining Unit:A group of employees with a shared community of interest recognized by the NLRB as the appropriate unit for union representation and collective bargaining.

Closed Shop:A workplace arrangement, now illegal in the U.S., requiring workers to be union members prior to being hired.

Codetermination:A governance model giving workers formal representation on corporate boards, allowing them to participate in strategic decision-making alongside shareholders.

Collective Bargaining:The negotiation process between a union representing employees and their employer over wages, hours, benefits, and working conditions.

Duty of Fair Representation:A union's legal obligation to represent all members of its bargaining unit without discrimination, arbitrariness, or bad faith.

Economic Strike:A work stoppage initiated by employees to pressure the employer for better wages, hours, or working conditions during contract negotiations.

Good Faith Bargaining:The legal requirement under the NLRA that both parties meet at reasonable times and sincerely attempt to reach agreement on mandatory bargaining subjects.

Grievance:A formal complaint filed by an employee or union alleging that the employer has violated the terms of the collective bargaining agreement.

Impasse:A deadlock in negotiations where neither party is willing to make further concessions, potentially triggering mediation, arbitration, or work stoppages.

Injunction:A court order requiring a party to do or refrain from doing a specific act, historically used to restrain strikes and picketing before the Norris-LaGuardia Act.

Lockout:An employer-initiated work stoppage that temporarily prevents employees from working, used as a bargaining tactic during labor disputes.

Mandatory Subjects of Bargaining:Topics such as wages, hours, and conditions of employment that employers must negotiate with the union upon request under the NLRA.

Mediation:A voluntary dispute resolution process in which a neutral third party assists labor and management in reaching a mutually acceptable agreement.

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