Difference between revisions of "Appropriate bargaining unit"
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| − | [[ | + | An [[appropriate bargaining unit]] is 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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==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== | ||
Revision as of 09:19, 15 November 2019
An appropriate bargaining unit is 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.
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.
