This course provides an in-depth study of the history of collective bargaining including how changes in product and service markets affect the way labor and management relate to each other. State and federal employment laws and their impact on labor-management cooperation are explored. Students trace how collective bargaining has adapted to economic, social, political, technical, and sector-specific needs. Various dispute resolution mechanisms and bargaining strategies are examined.
Upon completion of this course, students are expected to be able to do the following:
- Explain the history, development, and role of the collective bargaining process and labor unions, including labor legislation, wage policy, labor contracts, and labor/management relationships.
- Evaluate the primary activities of labor relations: organizing, bargaining, contract administration, and dispute resolution.
- Describe the collective bargaining process, good faith bargaining, and the inclusion of mandatory and non-mandatory issues.
- Evaluate the strategies of both management and union organizations as they take part in the labor relations process, including managing union shops, right-to-work issues, and unfair labor practices.
- Contrast strikes, boycotts, work stoppages, and also the deauthorization and decertification of unions.
Prerequisite: HRM 601 Human Resource Management Strategy