For more information:
Schmidt Labor Research Center
36 Upper College Road
Kingston, RI 02881
p. 401.874.2239
f. 401.874.2954
Our Graduate Certificate Programs allow students to take a series of graduate-level courses without matriculating in the full master's degree program. They can be taken independently or in conjunction with another master's degree program such a nursing, MPA or MBA.
Our Graduate certificate Programs serve the needs of students who hold or aspire to labor relations or human resource positions in labor, business, or government organizations. Additionally, students who do not work directly in these fields, but hold positions requiring knowledge of labor relations or human resources, will also find these programs helpful. For application informtion, please go to our admissions page or see the Step-by-Step Application Procedure.
See also: Special Graduate Certificate Application Instructions for MPA or MBA Students
To be considered for admission to either certificate program, applicants must show evidence of ability to do graduate level course work. This ability is generally demonstrated by:
Applicants are required to complete the standard graduate school application, complete with undergraduate transcripts and 2 letters of recommendation. It is recommended that applicants include a professional resume. To apply, go to: www.uri.edu/gsadmis. Note: You only have to pay a graduate application fee once. If you pay the fee when applying for a certificate program, you will not be assessed a fee if you later apply for the MS program. If you are a student in another graduate program at URI (i.e., MBA, MPA, Nursing) and paid an application when applying for that program, you do not have to pay an application fee for the certificate program application. Special Fee Notice
The Graduate Certificate Program in Labor Relations serves the needs of students who hold or aspire to a labor relations position with labor, business, or government organizations.
Select four courses from these Labor Relations Courses- Other courses may be considered based the students' academic and professional objectives
| LRS 432 | Work, Employment and Society Explores the workplace and employment relations from a sociological perspective. Topics include work systems, worker alienation and organizations, occupational identity, and the impacts of immigration, feminization, and globalization on the workplace. |
| LRS 500 MBA 571 |
Labor Relations and Human Resources Introduction to labor relations and human resources, including employment practices in unionized and non-union organizations; also issues related to data sources and research methodology. |
| LRS 503 PSC 503 |
Problems in Public Personnel Administration Human resource issues addressed in context of changing product and labor markets, including relationship between human resource policies; the economic, social, and political environment; and firm’s strategic objectives. |
| LRS 520 | Developments in Worker Representation Structure, functions, responsibilities and programs of unions and union leadership. Emphasis on policies and decision making. Evaluation of labor and management performance. Consideration of administrative problems associated with growth of white collar unions. |
| LRS 521 PSC 521 |
Comparative Labor Relations Systems Comparative labor and industrial relations systems, including union, management, and government functions and roles; also the functions of international organizations in labor relations. |
| LRS 526 ECN 526 |
Economics of Labor Markets The theory of labor-market behavior, and application of theory for public-policy analysis in areas such as discrimination, unemployment and education |
| LRS 531 | Employment Law Analysis of legislation protecting worker health, employment, income security; including OSHA, workers’ compensation, equal opportunity, fair labor standards. Walsh-Healy and Davis-Bacon, pension funds, unemployment compensation, and social security. |
| LRS 532 | Seminar in Employment Law Advanced seminar to review and evaluate current issues and changing trends in selected aspects of employment law |
| LRS 533 | Pensions, Health Care, and Employee Benefit Programs An analysis of employee assistance plans (EAPs), health fringe benefits, and pension plans and their negotiation within both private and public sectors. |
| LRS 541 | Labor Relations Law Legal framework for private and public sector collective bargaining. Regulation of activities with emphasis on individual rights, collective rights, and policy considerations of Federal and State courts, the NLRB, and State Labor Boards in determining society’s rights. Case studies. |
| LRS 542 | Labor Relations & Collective Bargaining Collective bargaining literature, theories, and practice. Emphasis on the institutional features of bargaining in both public and private sectors as well techniques and dynamics of the bargaining process |
| LRS 543 | Public Sector Labor Relations Public sector (state, municipal, federal, police, fire, K-12 education, and higher education) collective bargaining theory, practice, and legal foundations. Comprehensive case studies. |
| LRS 544 | Colloquium in Worker History |
| LRS 545 | Arbitration & Mediation of Labor & Employment Disputes Students prepare, present, and analyze labor and employment arbitration/mediations. The course also covers interest arbitration, and innovative methods for resolving disputes. |
| LRS 546 | Negotiations & Alternative Dispute Resolution Examination of the interpersonal dynamics of negotiations and conflict resolution processes, including interest-based or collaborative bargaining in a variety of contexts; e.g. labor relations, community, environmental, divorce, racial commercial. |
The Graduate Certificate Program in Human Resources serves the needs of students who hold or aspire to a human resource positions with labor, business, or government organizations.
Select four courses from these Human Resources Courses- Other courses may be considered based the students' academic and professional objectives
| LRS 500 MBA 571 |
Labor Relations and Human Resources Introduction to labor relations and human resources, including employment practices in unionized and non-union organizations; also issues related to data sources and research methodology. |
| LRS 526 ECN 526 |
Economics of Labor Markets The theory of labor-market behavior, and application of theory for public-policy analysis in areas such as discrimination, unemployment and education |
| LRS 531 | Employment Law Analysis of legislation protecting worker health, employment, income security; including OSHA, workers’ compensation, equal opportunity, fair labor standards. Walsh-Healy and Davis-Bacon, pension funds, unemployment compensation, and social security. |
| LRS 532 | Seminar in Employment Law Advanced seminar to review and evaluate current issues and changing trends in selected aspects of employment law |
| LRS 533 | Pensions, Health Care, and Employee Benefit Programs An analysis of employee assistance plans (EAPs), health fringe benefits, and pension plans and their negotiation within both private and public sectors. |
| LRS 551 MBA 572 |
Human Resource Strategy Human resource issues addressed in context of changing product and labor markets, including relationship between human resource policies; the economic, social, and political environment; and firm’s strategic objectives |
| LRS 541 | Labor Relations Law Legal framework for private and public sector collective bargaining. Regulation of activities with emphasis on individual rights, collective rights, and policy considerations of Federal and State courts, the NLRB, and State Labor Boards in determining society’s rights. Case studies. |
| LRS 542 | Labor Relations & Collective Bargaining Collective bargaining literature, theories, and practice. Emphasis on the institutional features of bargaining in both public and private sectors as well techniques and dynamics of the bargaining process |
| MBA 502 | Organizational Behavior Examination of the theory, research, and practice of organizational behavior in work settings, focusing on individual differences, communications, group dynamics, motivation, and leadership in the workplace. |
| LRS 573 MBA 573 |
Staffing Organizations Introduction to the staffing process from scientific, legal, administrative, and strategic perspectives. Covers workforce planning, strategic staffing, job analysis, recruitment, selection testing, interviewing, and making final hiring decisions. Pre: MBA 502 or LRS 500 or MBA 571. |
| MBA 577 | Compensation Administration Compensation and performance appraisal systems. Theory and techniques used to determine job worth. Special issues in compensation management, such as relating pay to performance through appraisal techniques and pay compression. |
| MBA 578 | Human Resource Development Techniques used in procurement and development of human resources. Planning through recruitment, selection, and placement to training and development. Integration of HRD process with organizational strategic plans. |
| LRS 503 PSC502 |
Problems in Public Personnel Administration Human resource issues addressed in context of changing product and labor markets, including relationship between human resource policies; the economic, social, and political environment; and firm’s strategic objectives. |
Admitted students will develop a four course (12 credit) program of study with the Director of the Schmidt Labor Research Center based on the student's needs. Courses from which the students may choose can be found by clicking either "Labor Relations" or "Human Resources" on the menu on the left. The certificates are awarded when the student completes the four course sequence with a Grade Point Average (GPA) of 3.0 or greater. Students are expected to apply, obtain admission and create a Program of Study (POS) detailing the four course prior to taking the courses.
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