Labor Relation

Labor Relations
Collective Bargaining is the process by which employer and employees negotiate in order to determine the conditions of employment. The result of that negotiation has to end in agreement between the two parties. Other union labor organizations usually represent the employees. In addition, the National Labor Relation gives employees the right to collective bargaining.
Good Faith Bargaining employees have the right to collective bargaining by law. The employer does not have to accept the claim. However, the employer can wish to prevent union of workers from gaining strength by; refusing to meet for conference, demote or discipline employees, threaten employees with consequences in order to stop them from joining the union, could establish the condition for getting and keeping employment under the “yellow-dog contracts,”  
Open Shop is where employees are not required to support a union as a result of employment or to keep their position.   Open shop is also used in Canada mostly for non union workers. Employees in Canada like the idea of freedom to work where ever they please.
Close Shop is where all employees must be a member of a union prior to employment.
Impasse: is a negotiation between two sides that are unable to come to an agreement. Impasse is also mutually harmful which can be interpreted as a strike in employment negotiation. Or simply because of delay in negotiating mutual beneficial agreement.
Mediation: The process by which an outside party makes suggestions or recommendations labor or management, generally in a crisis negotiation.
Arbitration: The process where a union and management that have exhausted all bilateral steps in the grievance procedure and still are in disagreement over an issue arising under a contract’s terms select an impartial outsider to decide the controversy. The latter’s decisions is invariably stipulated in the contract as being “final and biding” upon both parties.
Strike: Employees stopped working...