| A | B |
|---|
| MACROECONOMIES | THE BRANCH OF ECONOMICS THAT DEALS WITH THE ECONOMY WITH AS A WHOLE, INCULDING EMPLOYEMENT, GROSS DOMESTIC PRODUCT, INFLATION, ECONOMIC GROWTH, AND THE DISTRIBUTION OF INCOME |
| CIVILIAN LABOR FORCE | MEN AND WEMON 16 YEARS OLD AND OVER WHO ARE EITHER WORKING OR ACTIVELY LOOKING FOR A JOB |
| CRAFT UNION/TRADE UNION | AN ASSOCIATION OF SKILLED WORKERS WHO PERFORM THE SAME KIND OF WORK |
| INDUSTRIAL UNION | AN ASSOCIATION OF ALL THE WORKERS IN A GIVEN INDUSTRY, REGARDLESS OF THE JOB EACH PERFSON PERFORMS |
| STRIKE | TO REFUSE WORK UNTIL CERTAIN DEMANDS ARE MET |
| PICKET | A PARADE IN FRONT OF THE EMPLOYER'S BUSINESS CARRYING SIGNS ABOUT A DISPUTE |
| BOYCOTT | A MASS REFUSAL TO LET EMPLOYEES WORK UNTIL MANAGMENT DEMANDS ARE MET |
| COMPANY UNION | A UNION ORGANIZED, SUPPORTED, AND RUN BY EMPLOYERS |
| GREAT DEPRESSION | THE GREATEST PERIOD (1929-1939) OF ECONOMIC DECLINE AND STAGNATION IN UNITED STATES HISTORY |
| RIGHT-TO-WORK LAW | A STATE LAW MAKING IT ILLEGAL TO FORCE WORKERS TO JOIN A UNION AS A CODITION OF EMPLOYMENT EVEN THOUGH A UNION MAY ALREADY EXIST AT THE COMPANY |
| INDEPENDENT UNION | A UNION THAT DOES NOT BELONG TO THE AFL-CIO |
| CLOSED SHOP | A SITUATION IN WHICH THE EMPLOYER AGREES TO HIRE ONLY UNION MEMBERS |
| UNION SHOP | AN EMPLOYMENT SITUATION WHERE A WORKER DOES NOT HAVE TO BELONG TO THE UNION TO BE HIRED BUT MUST JOIN SOON AFTER AND REMAIN A MEMBER FOR AS LONG AS HE OR SHE KEEPS THE JOB |
| MODIFIED UNION SHOP | UNDER THIS ARRANGMENT, WORKERS DO NOT HAVE TO BELONG TO A UNION TO BE HIRED AND CANNOT BE MADE TO JOIN ONE TO KEEP THEIR JOBS |
| AGENCY SHOP | AN AGREEMENT THAT DOES NOT REQUIRE A WORKER TO JOIN A UNION AS A CONDITION TO GET OR KEEP A JOB, BUT IT DOES REQUIRE THE WORKER TO PAY UNION DUES TO HELP PAY COLLECTIVE BARGAINING COSTS |
| GRIEVANCE PROCEDURE | A CONTRACT PROVISION FOR RESOLVING ISSUES THAT MAY COME UP LATER |
| ARBITRATION | A PROCESS IN WHICH BOTH SIDES AGREE TO PLACE THEIR DIFFERENCES BEFORE A THIRD PARTY WHOSE DECISION WILL BE ACCEPTED AS FINAL AND BINDING |
| FACT-FINDING | AN AGREEMENT BETWEEN UNION AND MANAGMENT TO HAVE A THIRD PARTY COLLECT FACTS ABOUT A DISPUTE AND PRESENT NONBINDING RECOMMENDATIONS |
| INJUNCTION | A COURT ORDER NOT TO ACT |
| SEIZURE | A TEMPORARY TAKEOVER OF OPERATIONS |
| UNSKILLED LABOR | THOSE WHO WORK PRIMARILY WITH THEIR HANDS BECAUSE THEY LACK THE TRAINING AND SKILLS REQUIRED FOR OTHER TASKS |
| SEMISKILLED LABOR | WORKERS WITH ENOUGH MECHANICAL ABILITIES AND SKILL TO OPERATE MACHINES THAT REQUIRE A MINIMUM AMOUNT OF TRAINING |
| SKILLED LABOR | WORKERS WHO ARE ABLE TO OPERATE COMPLEX EQUIPMENT AND CAN PERFORM THEIR TASKS WITH LITTLE SUPERVISION |
| PROFESSIONAL LABOR | THOSE INDIVIDUALS WITH THE HIGHEST LEVEL OF KNOWLEDEGE-BASED EDUCATION AND MANAGMENT |
| NONCOMPETING LABOR GRADES | BROAD CATEGORIES OF LABOR THAT DO NOT DIRECTLY COMPETE WITH ONE ANOTHER BECAUSE OF EXPERIENCE, TRAINING, EDUCATION, AND OTHER HUMAN CAPITAL INVESTMENTS |
| WAGE RATE | A STANDARD AMOUNT OF PAY GIVEN FOR WORK PERFORMED |
| TRADITIONAL THERORY OF WAGE DETERMINATION | THE THERORY THAT STATES THE SUPPLY AND DEMAND FOR A WORKERS SKILLS AND SERVICES DETERMINE THE WAGE OR SALARY |
| EQUILIBRIUM WAGE RATE | THE WAGE RATE THAT LEAVES NEITHER A SURPLUS OR SHORTAGE IN THE LABOR MARKET |
| THEORY OF NEGOTIATED WAGES | THE THERORY THAT STATES THAT ORGANIZED LABOR'S BARGAINING STRENGHT IS A FACTOR THAT HELPS DETERMINE WAGES |
| SENIORITY | THE LENGHT OF TIME A PERSON HAS BEEN ON THE JOB |
| SIGNALING THEORY | THEORY THAT STAES THAT EMPLOYERS ARE USUALLY WILLING TO PAY MORE FOR PEOPLE WITH CERTIFICATES, DIPLOMAS, AND OTHER INDICATORS OR "SIGNALS" OF SUPERIOR ABILITY |
| LABOR MOBILITY | THE ABILITY AND WILLINGNESS OF WORKERS TO RELOCATE IN MARKETS WHERE ARE HIGHER |
| GIVEBACK | A WAGE, FRINGE BENEFIT, OR WORK RULE GIVEN UP WHEN A LABOR CONTRACT IS NEGOTIATED |
| TWO-TIER WAGE SYSTEM | A SYSTEM THAT KEEPS HIGH WAGES FOR CURRENT WORKERS BUT HAS A MUCH LOWER WAGES FOR NEWLY HIERD WORKERS |
| GLASS CEILING | AN INVISIBLE BARRIER THAT OBSTRUCTS THE ADVANTAGE OF WOMEN AND MINORITIES UP THE CORPORATE LADDER |
| COMPARABLE WORTH | THE PRINCIPLE STATING THAT PEOPLE SHOULD RECIEVE EQUAL PAY FOR EQUAL WORK THAT IS DIFFERENT FROM, BUT JUST AS DEMANDING AS, OTHER TYPES OF WORK |
| SET-ASIDE CONTRACT | A GUARANTEED CONTRACT RESERVED EXCLUSIVELY FOR A TARGETED GROUP |
| PART-TIME-WORKERS | THOSE WORKERS WHO REGULARLY WORK FEWER THAN 35 HOURS A WEEK |
| MINIMUM WAGE | THE LOWEST WAGE THAT CAN BE PAID BY LAW TO MOST WORKERS |
| CURRENT DOLLARS | DOLLARS THAT ARE NOT ADJUSTED FOR INFLATION |
| REAL/CONSTANT DOLLARS | DOLLARS THAT ARE ADJUSTED IN A WAY THAT REMOVES THE DISTORTION OF INFLATION |
| BASE YEAR | A YEAR THAT SERVES AS A COMPARISON FOR ALL OTHER YEARS |
