Presents a weekly schedule of topics and related reading assignments for a social management and technology course focusing on technology, work, and productivity. Broad topics include introduction, historical background, problems of the contemporary workplace, and alternatives. (DC)

Concluded that the professoriate's increasing dependence on labor unions to defend its autonomy may not have any significant effect on the structure of institutions of higher learning, but may only erode the care principle of merit. (Author/AM)

Reviews current case law alerting public institutions as well as those covered under the National Labor Relations Act to consequences and problems of faculty unionization, including issues of conflict between the faculty senate and a union, exclusive representation, supervisory status of faculty members, and scope of negotiation issues. (JT)

Guidelines are given for a college or university in urging its employees to vote for "no union" when a union has demanded recognition as the exclusive bargaining representative of an employee unit. Campaign techniques in a unit of faculty and non-faculty members are discussed separately. (JT)

Mediation and mediation-arbitration (med-arb) are two forms of third-party conflict intervention that can affect integrative agreements in labor-management negotiation. In an attempt to evaluate the relative value of each of these two methods, 160 volunteers, almost all business students, were randomly placed into a mediation triad, a med-arb…

The relationships among faculty status, academic field, and attitudinal support of traditional labor tactics on campus are examined. The data for this study, collected through a mailed questionnaire to faculty members, indicate that apparent negative relationships between faculty status and support of labor activism partially disappears when…

Describes six representative grievances that have arisen in Pennsylvania state colleges since enactment of public employee collective bargaining legislation, focusing on case backgrounds, applicable contract provisions, contentions of opponents, and arbitrators' decisions. The grievances discussed involve termination of employment, tenure,…

Offers guidelines for productive negotiation between management and workers, including a role-play exercise designed to improve negotiation skills. (Author/WD)

Based on a review of periodical, ERIC, and monographic literature, this paper examines the history of collective bargaining in higher education, the factors which have influenced its growth, its impact, problems and difficulties that have been reported, and suggestions that have been made to solve these problems. The introductory section of the…

The history of the National Labor Relations Board's policies regarding church-related institutions are discussed, followed by a consideration of possible unionization of church-affiliated schools and school systems. nLBH)

Analyzes a case where a group of local steelworkers in the Pittsburgh, Pennsylvania area, in conjunction with a small group of Protestant ministers, sought to gain public support for the redress of grievances, and how their subordination by the United Steel Workers' union and the Lutheran Church influenced their rhetorical activities. (SR)

To help students of labor law understand the industrial union experience, one professor created a simulation in which students formed a union and bargained with the teacher on course terms and conditions. Planning considerations, simulation stages, and lessons learned are described. The exercise produced a meaningful context for students, taught…

Discusses the rapid growth of the Workers Rights Consortium, a student-originated group with 44 member institutions which opposes sweatshop labor conditions especially in the apparel industry. Notes disagreements about the number of administrators on the board of directors and about the role of industry representives. Compares this group with the…

This paper examines the phenomenon of salary compression (the demand by newly hired university faculty members for salaries that approach or exceed those of existing faculty at the same or higher ranks) and reports on a phone survey of 10 university provosts. It presents methods to determine if salary compression exists and its extent. Considered…

A primary rule for implementing the collective bargaining grievance process in higher education is to settle early and at the lowest possible level. To achieve this or to prevent grievances, clear contract language, a contract administrator, and a "two-one-one" grievance structure should be adopted. (Author/JMD)