MG420 Labor Relations

for F2R 2004

Printer Friendly

Mission Statement: The mission of Park University, an entrepreneurial institution of learning, is to provide access to academic excellence, which will prepare learners to think critically, communicate effectively and engage in lifelong learning while serving a global community.

Vision Statement: Park University will be a renowned international leader in providing innovative educational opportunities for learners within the global society.

CourseMG 420 Labor Relations
FacultyHutcherson, Billie G.,
Semester Dates18 October - 12 December 2004
Class Days------S
Class Time8:00 - 1:00 PM
Credit Hours3

Mills, Labor Management Relations, 5th,mcg,ISBN:0-07-042512-4

Textbooks can be purchased though the MBS bookstore

Course Description:
Consideration of the development, legal environment, and current problems of the industrial relations system.  Emphasis is placed upon the historical evolution of both the union movement and the legislative system that shapes its activities.  3:0:3
Learning Objectives: the student should be able to:

  • 1. Know and understand the course goals, procedures, and methodology. -develop an understanding of the American industrial relations system and those involves with it. -explain the industrial relations system and how it operates.
  • 2. Be able to develop general chronology important historical benchmark in U.S. labor relations. - understand radicalism in the U.S. in the labor movement in the early 20th century and subsequent setbacks in the next two decades. - describe union expansion, rivalry, consolidation and political activities.
  • 3. Explain how unions operate to included membership, affiliation and organizational structure. - define the responsibility of the local union and the federation. - explain the importance of laws and how and when they are applied. - know the characteristic of American Law.
  • 4. Explain the origin, structure, importance, organization and operations of the NLRB. - Know the criteria for holding an election.
  • 5. Describe unfair labor practices by employers and unions. - differentiate between a union and nonunion firm. - explain the ramifications and consequences for employees in their decisions to join a union.
  • 6. Define the rational of the parties involved in the setting or establishing of the collective bargaining agreement. - know the details of constructive bargaining and how negotiations are conducted.
  • 7. Explain the importance an primary function of the collective bargaining process. - know the various aspects of the decision to strike and the possible reactions on the part of management and labor. - define management orientation to labor negotiations. Who prepares and bargains for management and who for the union.
  • 8. Trace the history of the strike weapon and the success of current usage. - explain how management responds to the strike. - list and explain the various ways strikes can be settled.
  • 9. Define arbitration and how it has evolved as the final step in settling labor and management relations problems. - explain the relationship of wages to management and labor and the perception involved with each. - explain the human capital theory.
  • 10. Know about the formulas and method involved in determining wages. - Explain the factors affecting wage determination.
  • 11. Define the development and complexity of employment benefits, to include pension plans, health insurance and SUB programs. - discuss the changing laws and legal interpretations in recent decades. - explain what is meant by limitation on management rights and establishment of union rights. - How do they relate to employees rights?
  • 12. Differentiate between labor and management perceptions of productivity. - relate productivity to incentive, rights of management and rights of employees.
  • 13. Explain how differing bargaining structures affect bargaining outcomes. - describe the difference for manufacturing, mining, and construction. - To include the varieties of bargaining patterns. - know the impact of collective bargaining in the public sector.
  • 14. Explain what happens when a dispute needs to be resolved in the public sector. - defend or refute the opinion that public employees would be allowed to strike. - know what is meant by final offer arbitration in the public sector.
  • 15. Describe collective bargaining’s impact on the economy, management and wages. - know the public utility of collective bargaining. - explain how events abroad affect industrial relations in the U.S. - outline the impact of the MNCs on domestic labor relations.
  • 16. Establish a position that labor has assumed as a defensive position in the dcade of the 1990s and continuing into this century. - outline the future of unionism and the collective bargaining process for the future industrial relations system in the U.S.

    Course Assessment:
    Minimum reading assignments are detailed in your class meeting and examination schedule. The student is encouraged to pursue the subject matter through outside reading and research. This will bring interesting and new material to the class meeting for future discussion and consideration. When bringing outside materials, be sure you are able to your source of information to share with the instructor. Discussion and participation of each student is required and graded. This grade is subjective on the part of the instructor; students are welcome and encouraged to inquire from the instructor their process in the course.

    Course Topic/Dates/Assignments:
    Each student will submit a written report on some aspect of labor relations, either through personal experience or library research. The report will be a Maximum of 8 pages typed, a double space with one inch margin on the left and right side of the page.
    The paper will be presented orally to the class with discussion to follow the report. The class presentation will account for 15 points and the written report will account for 15 points.


  • 1. TEXT: Mills, Daniel Q., Labor Management Relations, 5th edition, McGraw-Hill Publishing Co., New York,1994
  • 2. Burgess, Leonard R., Wage and Salary Administration, Charles E. Merrill Publishing Co., Columbus, Ohio, 1984. 3
  • . Jones, Garth N., Planned organizational Change, Routledge Kegan Paul, London, 1969.

    Classes will be conducted on Saturday from 8:00 A.M. to 1:00 P.M. class dates are indicated in the meeting schedule below. Subjects for each class meeting and minimum reading assignments are also identifies. A mid-term examination will be administered November 13, 2004 and the final examination will be administered on December 11, 2004.

  • Week 1, Oct 23, Sat, Subject-Ind Rel in U.S. –Assignment- chapter 1.
  • Week 1, Oct 23, Sat, Subject-Hist % Philosoph/The Phantom Strike – Assignment- Ch. 2 & Case.
  • Week 2, Oct 30, Sat, Subject- Structure & Regulation/The Overworked Teachers Ch. 3&4 Case..
  • Week 2, Oct 30, Sat, Subject- The NLRB and Union- ch.5 and Case/ The Imprisoned Teachers..
  • Week3, Nov 6, Sat, Subject- Unfair Labor Practices- Ch. 6 & 7/ Negotiation Process- Ch. 8.
  • Week 4, Nov 13, Sat, Subject- Organization for Bargaining- Ch. 9 & 10 and Case: The Leaderless Toolroom./ Strikes and Disputes Ch. 11. MID-TERM EXAMINATION.
  • Week 5, Nov 20, Sat, - Grievances and Arbitration- Ch. 12 & 13 Case: The Mysterious Time Cards Wage Setting/ Ch 14.
  • Week 6, Nov 27, Sat – Benefits/Rights, Ch 15&16 & Case. The Constant “Temporary Employee”/Productivity and Employment Security. Who is Telling the Truth- Ch 17 & Case.
  • Week 7, Dec 4, Sat Bargaining Structure- Ch 18 & 19 Case. /County of Sacramento/Public Employees-Ch20 and Case. / AVX Ceramics Co.
  • Week 8, Dec11, Sat- Consequences of Collective Bargaining- Ch 21-22./ The Future of the Process. FINAL EXAMINATION.

    Academic Honesty:
    Academic integrity is the foundation of the academic community. Because each student has the primary responsibility for being academically honest, students are advised to read and understand all sections of this policy relating to standards of conduct and academic life.  
    Park University 2004-2005 Undergradute Catalog
    Page 101

    Plagiarism involves the use of quotations without quotation marks, the use of quotations without indication of the source, the use of another's idea without acknowledging the source, the submission of a paper, laboratory report, project, or class assignment (any portion of such) prepared by another person, or incorrect paraphrasing.
    Park University 2004-2005 Undergraduate Catalog
    Page 101

    Attendance Policy:
    Instructors are required to maintain attendance records and to report absences via the online attendance reporting system.

    1. The instructor may excuse absences for valid reasons, but missed work must be made up within the semester/term of enrollment.
    2. Work missed through unexcused absences must also be made up within the semester/term of enrollment, but unexcused absences may carry further penalties.
    3. In the event of two consecutive weeks of unexcused absences in a semester/term of enrollment, the student will be administratively withdrawn, resulting in a grade of "WH".
    4. A "Contract for Incomplete" will not be issued to a student who has unexcused or excessive absences recorded for a course.
    5. Students receiving Military Tuition Assistance or Veterans Administration educational benefits must not exceed three unexcused absences in the semester/term of enrollment. Excessive absences will be reported to the appropriate agency and may result in a monetary penalty to the student.
    6. Report of a "F" grade (attendance or academic) resulting from excessive absence for those students who are receiving financial assistance from agencies not mentioned in item 5 above will be reported to the appropriate agency.

    Park University 2004-2005 Undergradute Catalog Page 100

    Disability Guidelines:
    Park University is committed to meeting the needs of all students that meet the criteria for special assistance. These guidelines are designed to supply directions to students concerning the information necessary to accomplish this goal. It is Park University's policy to comply fully with federal and state law, including Section 504 of the Rehabilitation Act of 1973 and the Americans with Disabilities Act of 1990, regarding students with disabilities. In the case of any inconsistency between these guidelines and federal and/or state law, the provisions of the law will apply.  Park University is committed to meeting the needs of all learners that meet the criteria for special assistance.  These guidelines are designed to supply directions to learners concerning the information necessary to accomplish this goal.  It is Park University's policy to comply fully with federal and state law, including Section 504 of the Rehabilitation Act of 1973 and the American with Disabilities Act of 1990, regarding learners with disabilities and, to the extent of any inconsistency between these guidelines and federal and/or state law, the provisions of the law will apply.  Additional information concerning Park University's policies and procedures related to disability can be found on the Park University web page: .

    Grading Policy:
    Grades are determined by a total point system. A student may earn a total of 100 point for the course. A maximum of 10 point may be earned for classroom participation. The quality of the participation will be determined by the instructor. A maximum of 30 points may be earned for the student written report and classroom oral presentation. (15 points each,) the remaining 60 points will be divided equally between the mid- term and final examinations (30 points each). Point will be deducted for absence without the required follow-up written critique. The grading standard is as follows.
    Grade Required Points A 91 or higher B 81 – 90 points C 71 – 80 points D 61 – 70 points F 60 points or below

    This material is copyright and can not be reused without author permission.