Difference between revisions of "Appropriate bargaining unit"
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| − | [[ | + | An [[appropriate bargaining unit]] (hereinafter, the ''Unit'') is a [[bargaining unit]] determined by the [[NLRB]] to be appropriate for [[collective bargaining]] purposes. After the ''Unit'' is identified, the employees of that unit have the right to select their bargaining representative, usually a [[labor union]]. |
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==Definitions== | ==Definitions== | ||
According to [[Labor Relations and Collective Bargaining by Michael R. Carrell and Christina Heavrin (10th edition)]], | According to [[Labor Relations and Collective Bargaining by Michael R. Carrell and Christina Heavrin (10th edition)]], | ||
| − | :[[ | + | :[[Appropriate bargaining unit]]. The group of employees determined by the [[NLRB]] to be an appropriate unit for [[collective bargaining]] purposes. After a [[bargaining unit]] is identified, the employees of that unit have the right to select their bargaining representative, usually a labor union. |
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==Related concepts== | ==Related concepts== | ||
Latest revision as of 18:24, 15 November 2019
An appropriate bargaining unit (hereinafter, the Unit) is a bargaining unit determined by the NLRB to be appropriate for collective bargaining purposes. After the Unit is identified, the employees of that unit have the right to select their bargaining representative, usually a labor union.
Definitions
According to Labor Relations and Collective Bargaining by Michael R. Carrell and Christina Heavrin (10th edition),
- Appropriate bargaining unit. The group of employees determined by the NLRB to be an appropriate unit for collective bargaining purposes. After a bargaining unit is identified, the employees of that unit have the right to select their bargaining representative, usually a labor union.
Related concepts
- Labor relations. The systematic study of attitudes, motivations, and behaviors which two or more job-market actors assume toward each another.
