Labor Relations Glossary

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

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

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

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

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

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

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

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

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

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

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

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.

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

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

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

The 1935 federal statute (Wagner Act) that protects employees' rights to organize, form unions, and engage in collective bargaining.

The independent federal agency responsible for enforcing the NLRA by conducting union elections and adjudicating unfair labor practice complaints.

The act of workers standing outside a workplace to publicize a labor dispute, discourage patronage, or prevent replacement workers from entering.

State laws that prohibit requiring union membership or dues payment as a condition of employment in a unionized workplace.

A system in which length of employment determines priority for promotions, layoffs, shift assignments, and other workplace benefits.

A collective refusal by employees to work in order to exert economic pressure on the employer during a labor dispute.

The 1947 Labor Management Relations Act that amended the NLRA by restricting union activities, outlawing closed shops, and permitting state right-to-work laws.

Conduct by an employer or union that violates the rights guaranteed under the NLRA, such as retaliation against organizers or refusal to bargain.

The formal process by which the NLRB recognizes a union as the exclusive bargaining representative for a group of employees after an election or card check.

A workplace arrangement requiring employees to join the union within a specified period after being hired, permitted under federal law but banned in right-to-work states.