Across the Board IncreaseA raise in wages, in terms of dollars or a percentage, given at one time to all employees in a bargaining unit.

Agreement, Collective BargainingA written agreement or contract that results from negotiations between an employer or a group of employers and a union or a group of unions. It sets out the conditions of employment (wages, hours, fringe benefits, etc.) and procedures to settle disputes arising during the term of the contract.

ArbitrationA method of settling a labor-management dispute by having a neutral third party or panel hold a formal hearing, take testimony, and render a decision and/or award.

Bargaining UnitA group of employees which the employer has recognized and/or a State or Federal administrative agency has certified as appropriate to be represented by a union for the purposes of collective bargaining.

CaucusA meeting of a small group to plan strategy. Often applied to a bargaining team meeting to discuss proposals and determine bargaining strategy.

Certified Bargaining AgentAn organization which is the exclusive representative of all employees in a bargaining unit. The bargaining agent must represent all employees regardless of union membership. The bargaining agent becomes the employee's representative either through a representation election or by voluntary recognition by the employer.

Community of InterestThe grouping of employees according to similarities of work, supervision, or statutory interpretation for the purpose of creating bargaining units appropriate for collective bargaining.

ConciliationIntervention by a neutral party to reconcile opposing viewpoints in a labor dispute in order to help the negotiating parties come to a voluntary settlement.

Confidential EmployeesThose employees who, by the nature of their work, have access to information that is used in the development of employer collective bargaining strategies or policies. Therefore, confidential employees are not eligible to be represented by a union in collective bargaining.

Consumer Price Index (CPI) or Cost of Living Index (COLI)Statistics issued monthly by the Bureau of Labor Statistics measuring the average change in prices of goods over time and services purchased.

Costing OutThe process of determining the actual cost of a contract proposal or agreement.

Counter-ProposalAn offer made by one party in collective bargaining negotiations in response to a proposal by the other party.

Duty to BargainThe 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.

Federal Mediation and Conciliation Service (FMCS)An independent Federal agency created in 1947 under the Taft-Hartley Act to provide mediation for labor-management disputes in which interstate commerce is involved.

Fringe BenefitsCompensation in addition to direct wages such as paid vacations and holidays, overtime, medical insurance, and pensions.

Good Faith BargainingThe legal requirement that the two parties to 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 (CBA).

GrievanceAn employee (through the union), union, or employer complaint or allegation that part of the collective bargaining agreement has been violated.

Grievance ProcedureThe section in the collective bargaining agreement that spells out the steps to be followed if a grievance is filed. The steps and the end-point may vary from contract to contract, but usually there are time periods that must be followed to keep a grievance valid.

ImpasseThat point in collective bargaining negotiations at which either party determines that no further progress can be made toward reaching an agreement.

Interest ArbitrationA process whereby the issues not resolved in bargaining between and employer and organized employees may be presented to an impartial arbitrator for final resolution. In Washington State, interest arbitration is a statutory process for certain employees as defined by statute. These are generally police and fire employees, but include other specific classifications such as employees of public transit authorities, fire or medical dispatchers, and employees working as advanced life support technicians for public employers.

LockoutThe shutting down of an operation or plant by an employer in order to withhold work and wages from a group of employees.

MediationIf one or both parties decide that the negotiations are at impasse, either or both may call in a mediator who is a neutral third party. In the state of Washington, the Federal Mediation and Conciliation Service provides mediation for the private sector; in the public/state sector, mediation is provided by the Public Employment Relations Commission. The mediator has no power to force a settlement, but works with the parties to help them arrive at a mutually acceptable agreement.

National Labor Relations Act (NLRA)The federal statute which governs labor negotiations and labor relations in the private, profit and non-profit sector.

National Labor Relations Board (NRLB)The federal agency which oversees the collective bargaining relationships between employers and employees in the private, profit and not-for-profit sector. The Board's jurisdiction is nationwide and includes regional offices throughout the country.

Past Practice ClauseA statement that may be in some collective bargaining agreements which mandates that previous practices of the employer, which are completely consistent and have never been varied from, will continue unless modified by contract language. The opposite of this type of language is a 'zipper' clause which states that anything not specifically referenced in a collective bargaining agreement may be administered by the employer as it sees fit.

Private employeesEmployees of a profit or not-for-profit company whose business affects interstate commerce and whose collective bargaining is governed by the National Labor Relations Act.

Public EmployeesEmployees of a state or local governmental agency which receives part or all of its funding through locally collected taxes. For purposes of collective bargaining, this definition does not include elected officials, members of elected boards or commissions, or confidential employees as defined by statue and case law.

Public Employment Relations Commission (PERC)The state agency which regulates the relationships between public employers (the State of Washington, local governments, local taxing districts, public schools, and community and four-year colleges and universities) concerning representation issues and unfair labor practices. PERC also provides mediation during bargaining disputes.

RatificationFormal approval of a newly-negotiated agreement by a vote of an employer's governing body or by the employees in a bargaining unit. Who may vote in a union ratification is determined by the union's bylaws and constitution.

Refusal to BargainFindings of Fact and Conclusions of Law made by the NLRB or the PERC where one party to a collective bargaining relationship has charged that the other party has not bargained in good faith according to the requirements of the appropriate statute. A variety of remedies may be applied depending upon the circumstances of each case.

SlowdownA deliberate reduction of work by employees in order to bring economic pressure upon an employer without invoking an actual strike and the removal of employees from the workplace.

Steward or Shop Steward or Local Unit Chair/PresidentCalled by a variety of titles, this is the employee representative of the bargaining unit, generally on site, who represents the union in contract administration and/or grievance processing, particularly at the initial steps of the grievance procedure.

StrikeEmployees refusing to work because of a dispute between the union and the employer. Strikes are a 'protected activity' under the NLRA, and may involve either a negotiation dispute or an unfair labor practice. For public or state employees, a strike is not a protected activity and may be enjoined by a state court. Strikes are used to bring economic and/or public pressure to influence changes in negotiation positions of the employer.

SupervisorDefined more specifically by both PERC and NLRB case law, a supervisor generally has the authority to hire, fire, transfer, suspend, promote, layoff, recall, discharge, assign, reward, or discipline other employees.

Unfair Labor Practice (ULP)Defined more specifically by the appropriate statute, either the National Labor Relations Act or the Public Employees Collective Bargaining Act in the state of Washington, a ULP is a practice on the part of either the union or the employer that is judged to be in violation of a statute and, therefore, illegal. Illegal practices include bargaining in bad faith, refusing to bargain, or discriminating against employees for their support of a union or for engaging in union activities.

Unit ClarificationThe statutory process whereby one party to a collective bargaining relationship challenges either the inclusion or the exclusion of certain classifications of employees in the membership of a bargaining unit because the classifications are supervisors (in a rank-and-file bargaining unit), they are confidential employees, or the classification has a community of interest with a different bargaining unit.