NEW YORK CITY COLLEGE OF TECHNOLOGY The City University of New York School of Arts & Sciences Department of Social Science Course Outline

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1 Course code: ECON 2403 Course title: Labor Management Relations Class hours/credits: 3 class hours, 3 credits Prerequisite: ECON 1101 Pathways: US Experience in Its Diversity NEW YORK CITY COLLEGE OF TECHNOLOGY The City University of New York School of Arts & Sciences Department of Social Science Course Outline Catalog Description: Economic and social problems relating to the labor management field. Development and functions of labor and employer organizations, regulatory law and protective labor legislation, collective bargaining and dispute settlement, the laws on wages, hours, working conditions, social security, elimination of discrimination and health hazards. COURSE DESCRIPTION: Economic and social problems relating to the field of labor management; development and functions of labor and employer organizations, regulatory law and protective labor legislation, collective bargaining and dispute settlement, the laws on wages, hours, working conditions, social security, elimination of discrimination and health hazards; labor management relations in the context of the U.S. macroeconomy; the goals of unions and employers; analysis of varying economic perspectives on the role of unions in the U.S. economy. RECOMMENDED TEXTBOOK* Budd, John W., Labor Relations: Striking a Balance, 3 rd edition, McGraw-Hill-Irwin, 2010 McConnell, Campbell R., Contemporary Labor Economics, 9 th edition, McGraw-Hill-Irwin, 2010 * The textbook used in a particular section will be chosen by the instructor. COURSE INTENDED LEARNING OUTCOMES/ASSESSMENT METHODS LEARNING OUTCOMES 1 1.To understand the fundamental economic and social concepts applied in the study of contemporary labor-management relations in the U.S.; understanding the various schools of thought on the relationship between workers and management that have characterized various historical periods in the U.S. 2. To understanding the emergence and development of industrial unionism in the late 19 th century through the New Deal era in the context of the Industrial Revolution and ongoing rapid economic change. 3. To understand the key developments in U.S. labor law during the New Deal era and the emergence of the capital-labor accord. (Bowles, Gordon, Weisskopf, 1990). ASSESSMENT METHODS* :

2 4.To develop a basic knowledge of significant changes and periods in U.S. labor history in the context of economic and technological change 5. To understand the evolution and development of the collective bargaining system and of the characteristics that define the bargaining structure in the U.S. 6. To understand the process of contract administration that characterizes U.S. labor contracts; the grievance procedure and the process of conflict and dispute resolution; arbitration; workplace dispute resolution in a non-union workplace. 7. To develop an awareness of the rise of service-sector and public employee unionism in the context of the change from a predominantly manufacturing based to a service based economy from the 1960 s to the present; the decline of industrial unionism and rise in service-sector unionization. 8. To develop a knowledge of how public policy initiatives undertaken since the Reagan era (1980 s) in the context of economic and technological change from the 1970 s have impacted the balance of power between labor and management. 9. To understand the effects of globalization on the U.S. economy and on labor-management contracts and labor bargaining power; the rise of deindustrialization and outsourcing and their impact on bargaining. 10. To become aware of the effects of economic downturns (recessions) on union bargaining power; why recessions have not significantly driven down wages since the establishment of protective labor legislation and New Deal era reforms. 11. To develop a basic understanding of comparative labor relations and bargaining structures in other advanced industrialized economies; how have these bargaining structures been affected by economic globalization in recent years? What can we learn from them?

3 12. To understand how the current global economic recession ( ) could affect the occupational and industrial mix in the U.S. and thus the bargaining structure across industries and occupations. 1 consistent with the National Standards outlined by the Council for Economic Education * may vary slightly per instructor to suit their own needs GENERAL EDUCATION LEARNING OUTCOMES/ASSESSMENT METHODS LEARNING OUTCOMES Knowledge: To develop an introductory understanding of the concepts of labor management relations and the topics and perspectives on how to address a variety of contemporary labormanagement issues. Skills: Develop and apply the tools of labor-management analysis to critically analyze, discuss and reach a resolution of various labor-management issues; Develop and strengthen the ability to discuss concepts and thoughts in writing. Integration: Develop and apply the tools required for effective communication, inquiry and analysis and apply these in making connections to issues across the discipline of economics and to related disciplines. Values, Ethics and Relationships: Develop and understanding of and ability to apply diverse perspectives to the understanding of labor-management relations; work creatively with others in group problem solving; develop a respect for diverse viewpoints; apply the skills and concepts covered in the course to the analysis of related issues and concepts across other disciplines * may vary slightly per instructor to suit their own needs ASSESSMENT METHODS* Quiz on basic concepts; multiple choice and short essay questions on exams. Completion of three short essay assignments structured to focus on a current labor-management problem or issue; students analyze, evaluate and consider possible solutions and outcomes. Short essay assignments; short answer questions on midterm and final exams; group projects stress effective oral communication and problem solving. Weekly in-class group problem-solving assignments; assignments encourage student discussion and sharing of ideas and perspectives. Capstone Course Statement: This course fulfills the LAA/LAS Associate Capstone requirement, though it can also be taken for other requirements and electives. The City Tech LAA/LAS Associate Capstone is designed for students entering their second year in the program. LAA/LAS Associate Capstone courses are meant to prepare students to continue their studies in a bachelor's degree, third-year, or junior, level. In addition, Associate Capstone courses are meant to help students develop an awareness of the importance of knowledge, values and skills developed in general education courses; and to integrate this knowledge, these values and these skills into their advanced academic study and professional careers. Please ask the instructor if you have any questions about what the LAA/LAS Associate Capstone requirement entails. SCOPE OF ASSIGNMENTS and other course requirements* Regular in-class discussion/debates on assigned readings and case studies; three written homework assignments/essays (2 pages) during in-class assignment: topics to be assigned; midterm exam; final exam METHOD OF GRADING elements and weight of factors determining the students grade* 15% the first due the second, third and fourth weeks of class; and one 25% 3. Midterm exam: 30%

4 : 30% ACADEMIC INTEGRITY POLICY STATEMENT Students and all others who work with information, ideas, texts, images, music, inventions, and other intellectual property owe their audience and sources accuracy and honesty in using, crediting, and citing sources. As a community of intellectual and professional workers, the College recognizes its responsibility for providing instruction in information literacy and academic integrity, offering models of good practice, and responding vigilantly and appropriately to infractions of academic integrity. Accordingly, academic dishonesty is prohibited in The City University of New York and at New York City College of Technology and is punishable by penalties, including failing grades, suspension, and expulsion. The complete text of the College policy on Academic Integrity may be found in the catalog. COLLEGE POLICY ON ABSENCE/LATENESS A student may be absent without penalty for 10% of the number of scheduled class meetings during the semester as follows: Class Meets Allowable Absence 1 time/week 2 classes 2 times/week 3 classes 3 times/week 4 classes It is the responsibility of the instructor to keep accurate records of every student s attendance and to inform each class orally and in writing of the applicable attendance policy during the first two weeks of class meetings each semester. Excessive Absence If a student s class absences exceed the limit established for a given course or component, the instructor will alert the student that a grade of WU may be assigned. If a student remains officially registered for a course and never attends that course, a final grade of *WN will be assigned. If the student withdraws officially from the course, he/she will be assigned a grade in accordance with the existing withdrawal policy of the College. Appeals A student wishing to appeal the excessive absence status and the impending grade should request a meeting with the chairperson of the department in which the course is offered. The chairperson will consult with the instructor to render a decision. A student wishing to appeal a WU grade may do so through the Committee on Course and Standards. Lateness It is the responsibility of the instructor to keep a record of lateness and to inform each class orally and in writing of the lateness policy during the first two weeks of class meetings of each semester. SAMPLE SEQUENCE OF TOPICS AND TIME ALLOCATIONS (number of hours)* 2.5hrs Unit 1: Historical Overview of U.S. Industrial Relations

5 Historical background: Transition from Agricultural to Industrial society Review basic concepts in the study of labor-management relationships Schools of thought on the relationship between workers and management: mid-19 th century to the present The basic economic and social assumptions that have shaped these schools of thought How have these been influenced by economic, technological and political changes over time? 5.0 hrs. Unit 2: An overview of key developments in U.S. labor history from 1875 early 20 th century that shaped contemporary labor law. Industrialization and the emergence of national labor organizations during mid 1800 s Critical events in U.S. labor history that led to labor reforms: Great Uprising of 1877 Railroad, miners, and other industrial workers Haymarket Uprising the Strike for the 8 hour work day The American Federation of Labor and craft unionism The Pullman Strike of 1894 depression of 1893 Child Labor in the early 20 th Century and campaigns for reform Strike breaking and welfare capitalism 2.5 hrs. Unit 3: The New Deal era 1930 s and rise of labor protections and industrial unions The Wagner Act of 1935 impact on organizing The rise of industrial unionism and the CIO How did the principle beliefs of the CIO distinguish it from the AFL? World War II era and postwar labor relations The National War Labor Board and its functions in resolving labor disputes The eventual merger of the AFL and CIO in 1955 Emergence of a new breakaway federation from the AFL-CIO Change to Win: what issues led to the formation of this new organization in 1995? 2.5 hrs. Unit 4: Labor Law Private Sector The common law of labor relations: conspiracies and injunctions The business law of labor relations: unions as corporations The Taft-Hartley, Landrum-Griffin and Norris-LaGuardia Acts The National Industrial Recovery Act and Railway Labor Act A closer look at the Wagner Act as the foundation of labor law and its relevance to the industrial relations school of labor relations Creation of the National Labor Relations Board discuss process for adjudicating fair labor practices How does the National Labor Relations Act illustrate how the U.S. labor law system operates? 2.5 hrs. Unit 5: Labor Law continued Passage of the Taft-Hartley Act and the Landrum-Griffin Act significantly amended portions of the Wagner Act. What was their impact? The emergence of employment law individual employment rights (OSHA, Civil Rights Act - Equal Employment Opportunity, Equal Pay Act, Americans with Disabilities Act, WARN Act, Family Medical Leave Act) 5.0 hrs. Unit 6: Union Organizing Organizing: a representation election or card-check election NLRB Representation elections (certification election) How is a bargaining unit defined?

6 NLRB election standards Employer and Union campaigning: when does employer campaigning violate the NLRB protections? What contributes to a successful organizing campaign? Criticisms of the NLRB certification process 2.5 hrs. Unit 7: Collective Bargaining 2.5 hrs. MIDTERM EXAM Bargaining strategies and processes Bargaining power and the bargaining environment The bargaining structure 2.5 hrs. Unit 8: Strikes and Resolution of Labor Disputes Strikes and lockouts strikes protected by the NLRA The declining trend in work stoppages: 1970 s peak What is a major determinant of strike activity or the threat of it? Employer responses: replacement workers Other tactics: boycotts, work slowdowns and corporate campaigns Third party dispute resolution: mediation 2.5 hrs. Unit 9: Public Sector Unionism and Bargaining Public Sector Labor Law: Civil Service Reform Act federal gov. employees The Taylor Law: New York State Public sector organizing Public sector bargaining Public sector- near universal ban on strikes; types of work slowdowns 2.5 hrs. Unit 10: Contract Administration U.S. union contracts major components included Employee rights, obligations, grievance procedures; seniority clauses Management rights and obligations Grievance procedure: steps; grievance arbitration Dispute resolution in a nonunion workplace Employment law in nonunion dispute resolution 2.5 hrs. Unit 11: The changing nature of work; globalization; outsourcing and impacts on union organizing, the bargaining process, bargaining power 2.5 hrs Globalization and the impact on labor relations International trade Foreign direct investment impact on bargaining power U.S. trade policy: NAFTA/GATT/EU/decline of trade restrictions The role of the World Trade Organization standardizing trade practices 2.5 hrs. Unit 12: Continued The International Labor Organization standardizing labor standards transnational collective bargaining? 2.5 hrs. Unit 13: Labor Relations: An International Perspective

7 2.5 hrs. FINAL EXAM How do labor law, bargaining structure, union structure across major industrialized nations differ from those in the U.S.? How have recent economic events impacted the bargaining process? Discuss public sector unions and recent UAW contract changes in response to auto companies bankruptcy filings. *guidelines from which instructors may select or adapt Reviewed/Revised by: Prof. Sean P. MacDonald Date: Spring 2016