CONTRACT CAMPAIGN – A series of collective and visible actions/events (or “campaign”) that take place in parallel with negotiations at the bargaining table. It is a question of using strategic pressure on the weaknesses, image and weaknesses of an employer to gain influence during contract negotiations or during an organizational campaign. These campaigns include researching and analyzing an employer`s social, legal, financial, and political networks and mobilizing union members, workers, and community members for a comprehensive approach that does not rely solely on strike action as the basis for union influence. These contract campaigns are often multi-faceted, which mobilizes members for creative and fun activities. They also require: a schedule of continuous actions associated with increasing pressure and unpredictability on the employer; benchmarks to assess the objectives of each measure; and the flexibility of the plan. However, an isolated action does not represent a contract campaign, but a successful contract campaign requires a constant planned activity over time that involves workers in order to be effective. Sometimes these campaigns are also called business campaigns. TRUSTESHIP – Takeover of a local by an international union or by the federal government in accordance with the RICO Act. Provided for by the constitutions of most international unions, directors suspend the normal governmental process of a local union and take over the management of local assets and the management of its internal affairs. The Landrum-Griffin Act of 1959 introduced controls on the establishment and management of trustees. TEN-DAY DISMISSAL – Unions representing health care workers must submit ten days` written notice to the employer and the FMCS before a picket or strike takes place in the facility. This requirement is the result of Congress` amendment to the NLRA in 1974 by adding a new Article 8(g). “A work organization before participating in a strike, picket line or other concerted refusal to work in a health institution must notify the establishment in writing at least ten days before such action.

of this intention. . . . The notification shall indicate the date and time at which such a measure is initiated. The notification, once given, may be extended by written agreement of both parties. The term “health facility” for the purposes of this section of the Act is defined as “any hospital, convalescent hospital, health maintenance organization, health clinic, nursing home, long-term care facility or other facility dedicated to the care of sick, frail or elderly persons.” There are many worker centers throughout Massachusetts, including: Brazilian Women`s Group, Brazilian Worker Center, Centro Comunitario de Trabajadores, Chelsea Collaborative, Chinese Progressive Association, Fuerza Laboral, MassCOSH Immigrant Worker Center, Matahari Women`s Worker Center, Pioneer Valley Workers` Center, Restaurant Opportunities Center (ROC) Boston Metrowest Worker Center/Casa Del Trabajador, and Lynn Worker Center. The Pioneer Valley Workers` Center (PVWC) is strengthening the collective power of workers and immigrants in western Massachusetts and beyond. PVWC union leaders develop and organize grassroots campaigns for workers` rights in the food chain, including protection against wage theft, an end to evictions, and the construction of new workers` cooperatives. A union like the International Brotherhood of Teamsters is an organization that represents workers in their relations with management in disputes over wages, hours and working conditions.

The industrial relations process that produces a relationship between the union and management consists of three phases: trade union organization, negotiation of an employment contract and administration of the agreement. In the first phase, a group of workers within a company can form a union itself or an established union (e.B. United Auto Workers) can target an employer and organize many of the company`s employees into a local union. The second phase is collective bargaining, which is the process of negotiating a collective agreement that provides for mutually acceptable compensation and working arrangements for the union and management. Finally, the third phase of the industrial relations process concerns the day-to-day management of the employment contract. This is done primarily by dealing with employee complaints and other human resource management issues that require interaction between managers and union representatives. A local union is a section or unit of a national union that represents workers in a particular factory or geographic area. United Auto Workers Local 276 represents assembly workers at the General Motors plant in Arlington, Texas. A local union determines (in accordance with its national trade union rules) the number of local trade union officials, the procedures for electing public officials, the schedule of local meetings, the financial arrangements with the national organisation and the role of the local in the negotiation of employment contracts.

QUID PRO QUO – a Latin expression that literally means “what for what”. The term describes an implicit or expressed expectation that one party will get something for something else that will be abandoned. HOT FREIGHT CLAUSES – Clauses in union contracts that allow workers to refuse to handle or process goods shipped from a cancelled factory or to provide services to an employer on an unfair union list….