{"id":895,"date":"2016-03-02T18:40:56","date_gmt":"2016-03-02T18:40:56","guid":{"rendered":"http:\/\/hr.uw.edu\/labor\/?page_id=895"},"modified":"2023-12-11T12:54:07","modified_gmt":"2023-12-11T20:54:07","slug":"glossary-of-terms","status":"publish","type":"page","link":"https:\/\/hr.uw.edu\/labor\/about-labor-relations\/glossary-of-terms","title":{"rendered":"Glossary of terms"},"content":{"rendered":"<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_85 ez-toc-wrap-left counter-hierarchy ez-toc-counter ez-toc-custom ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title ez-toc-toggle\" style=\"cursor:pointer\">Table of Contents<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #000000;color:#000000\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #000000;color:#000000\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/hr.uw.edu\/labor\/about-labor-relations\/glossary-of-terms\/#Across-the-board-increase\" >Across the board increase<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/hr.uw.edu\/labor\/about-labor-relations\/glossary-of-terms\/#Arbitration\" >Arbitration<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/hr.uw.edu\/labor\/about-labor-relations\/glossary-of-terms\/#Bargaining-unit\" >Bargaining unit<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/hr.uw.edu\/labor\/about-labor-relations\/glossary-of-terms\/#Collective-bargaining\" >Collective bargaining<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/hr.uw.edu\/labor\/about-labor-relations\/glossary-of-terms\/#Collective-bargaining-agreement-CBA\" >Collective bargaining agreement (CBA)<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/hr.uw.edu\/labor\/about-labor-relations\/glossary-of-terms\/#Community-of-interest\" >Community of interest<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/hr.uw.edu\/labor\/about-labor-relations\/glossary-of-terms\/#Concerted-activity\" >Concerted activity<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/hr.uw.edu\/labor\/about-labor-relations\/glossary-of-terms\/#Counter-proposal\" >Counter-proposal<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/hr.uw.edu\/labor\/about-labor-relations\/glossary-of-terms\/#Decertification\" >Decertification<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/hr.uw.edu\/labor\/about-labor-relations\/glossary-of-terms\/#Dues-aka-Union-Dues-Membership-Fee\" >Dues (a.k.a. Union Dues, Membership Fee)<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-11\" href=\"https:\/\/hr.uw.edu\/labor\/about-labor-relations\/glossary-of-terms\/#Dues-deduction\" >Dues deduction<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-12\" href=\"https:\/\/hr.uw.edu\/labor\/about-labor-relations\/glossary-of-terms\/#Duty-of-fair-representation\" >Duty of fair representation<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-13\" href=\"https:\/\/hr.uw.edu\/labor\/about-labor-relations\/glossary-of-terms\/#Duty-to-bargain\" >Duty to bargain<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-14\" href=\"https:\/\/hr.uw.edu\/labor\/about-labor-relations\/glossary-of-terms\/#Exclusive-bargaining-representative\" >Exclusive bargaining representative<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-15\" href=\"https:\/\/hr.uw.edu\/labor\/about-labor-relations\/glossary-of-terms\/#Federal-mediation-and-conciliation-services-FMCS\" >Federal mediation and conciliation services (FMCS)<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-16\" href=\"https:\/\/hr.uw.edu\/labor\/about-labor-relations\/glossary-of-terms\/#Good-faith-bargaining\" >Good faith bargaining<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-17\" href=\"https:\/\/hr.uw.edu\/labor\/about-labor-relations\/glossary-of-terms\/#Grievance\" >Grievance<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-18\" href=\"https:\/\/hr.uw.edu\/labor\/about-labor-relations\/glossary-of-terms\/#Illegal-prohibited-subjects-of-bargaining\" >Illegal (prohibited) subjects of bargaining<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-19\" href=\"https:\/\/hr.uw.edu\/labor\/about-labor-relations\/glossary-of-terms\/#Impasse\" >Impasse<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-20\" href=\"https:\/\/hr.uw.edu\/labor\/about-labor-relations\/glossary-of-terms\/#Joint-labor-managementconference-committee\" >Joint labor-management\/conference committee<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-21\" href=\"https:\/\/hr.uw.edu\/labor\/about-labor-relations\/glossary-of-terms\/#Just-cause\" >Just cause<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-22\" href=\"https:\/\/hr.uw.edu\/labor\/about-labor-relations\/glossary-of-terms\/#Management-rights\" >Management rights<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-23\" href=\"https:\/\/hr.uw.edu\/labor\/about-labor-relations\/glossary-of-terms\/#Mandatory-subjects-of-bargaining\" >Mandatory subjects of bargaining<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-24\" href=\"https:\/\/hr.uw.edu\/labor\/about-labor-relations\/glossary-of-terms\/#Mediation\" >Mediation<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-25\" href=\"https:\/\/hr.uw.edu\/labor\/about-labor-relations\/glossary-of-terms\/#Memorandum-of-understanding-MOU\" >Memorandum of understanding (MOU)<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-26\" href=\"https:\/\/hr.uw.edu\/labor\/about-labor-relations\/glossary-of-terms\/#Past-practice\" >Past practice<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-27\" href=\"https:\/\/hr.uw.edu\/labor\/about-labor-relations\/glossary-of-terms\/#Permissive-subject-of-bargaining\" >Permissive subject of bargaining<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-28\" href=\"https:\/\/hr.uw.edu\/labor\/about-labor-relations\/glossary-of-terms\/#Public-employment-relations-commission-PERC\" >Public employment relations commission (PERC)<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-29\" href=\"https:\/\/hr.uw.edu\/labor\/about-labor-relations\/glossary-of-terms\/#Ratification\" >Ratification<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-30\" href=\"https:\/\/hr.uw.edu\/labor\/about-labor-relations\/glossary-of-terms\/#Shop-stewarddelegate\" >Shop steward\/delegate<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-31\" href=\"https:\/\/hr.uw.edu\/labor\/about-labor-relations\/glossary-of-terms\/#Strike\" >Strike<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-32\" href=\"https:\/\/hr.uw.edu\/labor\/about-labor-relations\/glossary-of-terms\/#Tentative-agreement-TA\" >Tentative agreement (TA)<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-33\" href=\"https:\/\/hr.uw.edu\/labor\/about-labor-relations\/glossary-of-terms\/#Unfair-labor-practice-ULP\" >Unfair labor practice (ULP)<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-34\" href=\"https:\/\/hr.uw.edu\/labor\/about-labor-relations\/glossary-of-terms\/#Union-dues\" >Union dues<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-35\" href=\"https:\/\/hr.uw.edu\/labor\/about-labor-relations\/glossary-of-terms\/#Union-representativeagent\" >Union representative\/agent<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-36\" href=\"https:\/\/hr.uw.edu\/labor\/about-labor-relations\/glossary-of-terms\/#Union-security-provision\" >Union security provision<\/a><\/li><\/ul><\/nav><\/div>\n<h2><span class=\"ez-toc-section\" id=\"Across-the-board-increase\"><\/span>Across the board increase<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>A general raise in wages applied at one time to the pay tables of employees in a bargaining unit, also referred to as a \u201cgeneral wage increase.\u201d<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Arbitration\"><\/span>Arbitration<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>A method of settling a labor-management disputes by having an impartial third party hold a formal hearing, take testimony, and render a final and binding decision.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Bargaining-unit\"><\/span>Bargaining unit<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>A group of employees that the Public Employment Relations Commission (PERC) has certified as appropriate to be represented by a union for the purposes of collective bargaining.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Collective-bargaining\"><\/span>Collective bargaining<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>The process by which management and union representatives negotiate the employment conditions for a bargaining unit for a designated period of time. The parties have a mutual obligation to bargain in good faith in an effort to reach agreement with respect to wages, hours, and working conditions. This obligation does not compel either party to agree to a proposal or to make a concession. Commonly referred to as \u201cnegotiations\u201d or \u201ccontract bargaining.\u201d<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Collective-bargaining-agreement-CBA\"><\/span>Collective bargaining agreement (CBA)<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>The contract that embodies the results of the negotiations between the employer and the union, and sets forth their agreements.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Community-of-interest\"><\/span>Community of interest<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>A group of factors, such as duties, skills, working conditions, reporting lines, and other job-related issues, to be considered in determining whether a group of employees should be grouped together as an appropriate bargaining unit.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Concerted-activity\"><\/span>Concerted activity<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Action taken by an employee or employees (generally on behalf of fellow workers) in order to improve working conditions or benefits. Bargaining law considers this type of activity protected from retaliation or reprisal.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Counter-proposal\"><\/span>Counter-proposal<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>An offer made by one party in collective bargaining negotiations in response to a proposal by the other party.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Decertification\"><\/span>Decertification<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>A vote by members of a collective bargaining unit to dissociate from the union that represents them. In Washington, employee decertification petitions and proceedings are handled by the Public Employment Relations Commission (PERC).<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Dues-aka-Union-Dues-Membership-Fee\"><\/span>Dues (a.k.a. Union Dues, Membership Fee)<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Union dues are the basic fees that employees pay on a monthly basis to the union in order to obtain full rights of membership. The amount of dues is set by the union and may be a flat fee and\/or a percentage of pay.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Dues-deduction\"><\/span>Dues deduction<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>The withholding, by the employer, of union dues and fees from employees&#8217; salary payments and the transmittal of these funds to the union. In the state of Washington, employees must provide written authorization in order for the dues and fees to be withheld from their paychecks.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Duty-of-fair-representation\"><\/span>Duty of fair representation<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>The legal obligation for a union to fairly represent all employees in the bargaining unit without regard to factors such as union membership or membership in a protected class.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Duty-to-bargain\"><\/span>Duty to bargain<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>The legally enforceable obligation of each party in a collective bargaining relationship to meet at reasonable times and places and negotiate in good faith with respect to wages, hours, and terms and conditions of employment.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Exclusive-bargaining-representative\"><\/span>Exclusive bargaining representative<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>An employee organization identified by the Public Employment Relations Commission (PERC) as the sole, official representative to bargain collectively for the employees in a bargaining unit. The exclusive bargaining representative is usually referred to as the &#8220;union.&#8221;<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Federal-mediation-and-conciliation-services-FMCS\"><\/span>Federal mediation and conciliation services (FMCS)<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>An independent, federal agency that provides mediation, conflict resolution, training, and arbitration services to the private sector and governmental agencies.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Good-faith-bargaining\"><\/span>Good faith bargaining<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>The legal requirement that two parties in a collective bargaining relationship meet and negotiate at reasonable times and places, with a willingness to reach an agreement on the terms of a collective bargaining agreement.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Grievance\"><\/span>Grievance<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Generally, this is a formal complaint filed by the union alleging a violation, misapplication, or misinterpretation of one or more terms of the parties\u2019 collective bargaining agreement. Collective bargaining agreements vary and may define this term differently.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Illegal-prohibited-subjects-of-bargaining\"><\/span>Illegal (prohibited) subjects of bargaining<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Topics that the parties are forbidden to bargain over. These include proposals for bargaining that would violate state or federal laws. Under RCW 41.80.040, state retirement plans and retirement benefits are illegal subjects of bargaining. Other bargaining laws have different illegal subjects.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Impasse\"><\/span>Impasse<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>The point in collective bargaining negotiations at which either party determines that no further progress can be made toward reaching an agreement.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Joint-labor-managementconference-committee\"><\/span>Joint labor-management\/conference committee<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>A forum for communication between the union and management to deal with matters of general concern between the parties.\u00a0 Such committees typically function in an advisory capacity, and do not include any decision-making or collective bargaining authority. At the UW, this is commonly referred to as a joint labor-management (or JLM), union-management, or conference committee, depending on the union.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Just-cause\"><\/span>Just cause<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Referenced in many collective bargaining agreements, a widely-used term that requires the employer to use good and sufficient reasons to discipline employees. There are generally accepted elements of just cause that an employer must prove to an arbitrator in order for a disciplinary action to be upheld.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Management-rights\"><\/span>Management rights<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>The inherent rights of an employer to make decisions regarding its business. These may be expressly reserved to management in a collective bargaining agreement, or, as in RCW 41.80, they may be removed from the scope of collective bargaining by law.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Mandatory-subjects-of-bargaining\"><\/span>Mandatory subjects of bargaining<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Bargaining issues that neither party may refuse to negotiate. They include wages, hours, and other terms and conditions of employment.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Mediation\"><\/span>Mediation<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>During negotiations, one or both parties may call in a mediator, who is a neutral third party. The mediator has no power to force a settlement, but works with the parties to help them arrive at a mutually acceptable agreement.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Memorandum-of-understanding-MOU\"><\/span>Memorandum of understanding (MOU)<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>A formal, signed agreement that serves as an addendum to the collective bargaining agreement. An MOU usually addresses a significant issue that emerged during the term of the agreement, and it represents the mutual understanding between the parties on that issue. An MOU can also be referred to as a memorandum of agreement (MOA), a letter of understanding (LOU), or a letter of agreement (LOA).<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Past-practice\"><\/span>Past practice<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>The history of the way parties have behaved toward one another in the past that bears upon the expectations the parties have regarding negotiations in the future. Such practices, sanctioned by use and acceptance, are not specifically included in the collective bargaining agreement. To constitute a past practice the issue must be: 1) clear to the parties; 2) consistent in its application over a period of time; and 3) condoned by the parties. Arbitrators use past practice to interpret ambiguous language in the collective bargaining agreement.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Permissive-subject-of-bargaining\"><\/span>Permissive subject of bargaining<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Issues that are neither mandatory nor prohibited. Parties may agree to negotiate them, but neither party may insist upon its positions on a permissive topic to the point of impasse.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Public-employment-relations-commission-PERC\"><\/span>Public employment relations commission (PERC)<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>The Washington state agency with jurisdiction over public sector labor relations and collective bargaining in Washington. PERC is headed by three citizen commissioners appointed by the Governor. PERC adopts and enforces rules relating to the determination of appropriate bargaining units, makes determinations relating to the certification and decertification of union, and adjudicates unfair labor practice cases.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Ratification\"><\/span>Ratification<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Formal approval of a newly-negotiated agreement by a vote of the employees in a bargaining unit. Eligible voters in a union ratification are determined by the union&#8217;s bylaws and constitution. For most Washington state employees, the ratified agreements are then subject to legislative approval of the economic terms.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Shop-stewarddelegate\"><\/span>Shop steward\/delegate<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>A bargaining unit member selected by a group of fellow members and\/or appointed by union officials to carry out union representational duties in the workplace. Many union contracts at UW call these individuals stewards or delegates. Shop stewards are typically UW employees, unlike union representatives who are paid employees of the union.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Strike\"><\/span>Strike<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>A temporary stoppage of work by a group of employees, not necessarily union members, to express a complaint, enforce a demand for changes in conditions of employment, obtain recognition, or resolve a dispute with management. The right to strike is not granted to employees of the state of Washington, per RCW 41.80.060 and RCW 41.56.120.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Tentative-agreement-TA\"><\/span>Tentative agreement (TA)<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>The agreement reached through bargaining prior to its ratification or final approval by the negotiators\u2019 constituencies.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Unfair-labor-practice-ULP\"><\/span>Unfair labor practice (ULP)<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>A violation of collective bargaining law by either party, which could include refusal to engage in collective bargaining or interfering with, restraining, or coercing employees in the exercise of their collective bargaining rights granted by statute. These illegal practices are specifically defined in RCW 41.80.110 and RCW 41.56.140 and 150.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Union-dues\"><\/span>Union dues<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>See <a href=\"http:\/\/hr.uw.edu\/labor\/about-labor-relations\/dues-fees-and-membership-requirements\/\">Dues, fees, and membership requirements<\/a>.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Union-representativeagent\"><\/span>Union representative\/agent<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>A union staff member responsible for carrying out union representational duties in the workplace. At UW these are commonly called union representatives, labor advocates, or union business agents. A union representative is typically a paid employee of the union, (unlike a shop steward, who is usually a UW employee who is involved with the union).<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Union-security-provision\"><\/span>Union security provision<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>The part of the collective bargaining agreement that addresses union membership, which directly affects union dues and fees.<\/p>\n<p>RCW 41.56 contains a similar provision for other groups of UW employees who are not covered by RCW 41.80.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>With a team of lawyers and specialists behind Labor Relations, the technical terms and language used can get a bit confusing. For ultimate clarity, refer to this glossary of terms and definitions as you explore our content. <\/p>\n","protected":false},"author":9,"featured_media":0,"parent":886,"menu_order":30,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"_lmt_disableupdate":"no","_lmt_disable":"","footnotes":""},"categories":[],"class_list":["post-895","page","type-page","status-publish","hentry"],"acf":[],"_links":{"self":[{"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/pages\/895","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/users\/9"}],"replies":[{"embeddable":true,"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/comments?post=895"}],"version-history":[{"count":5,"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/pages\/895\/revisions"}],"predecessor-version":[{"id":5301,"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/pages\/895\/revisions\/5301"}],"up":[{"embeddable":true,"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/pages\/886"}],"wp:attachment":[{"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/media?parent=895"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/categories?post=895"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}