Collusion in the NFL Essay

In 1947 it was revised to help better protect employees as well as employers. The revision stated that employees and managers must bargain “in good faith” with each other, and illegalized wild cat strikes, (refusing to work under a valid contract). These rights help employees as well as employers to be treated fairly. Forcing employees and employers to work together as a team can increase their understanding of where each side is coming from, as well as making it easier to compromise. The act also prevented businesses from becoming “closed shops,” (places where only union members were hired.) and prevented members from forcing others to join a union. Employees were also given the option to hold elections to certify and decertify unions. Employers were given the freedom to voice any concerns they had over unions so long as they did not interfere with the organization of unions. The revised act also gives the president the power to call off strikes in the event that it becomes a national emergency. A board may be hired to examine the situation of the strike so that the president may better understand why the situation has not been resolved. The president can then put an injunction on the strike; if a decision is not reached, the injunction can be extended.

The National Labor Relations Act limit the Board’s determination by not grouping employees of different employers into the same bargaining unit, not allowing supervisors to join since it would be considered conflict of interest since they operate in the interest of the employer, separating professional and unprofessional unless approved by the professional employees. (p122) “The board has disregarded history of bargaining in several cases when that history contravened the board’s policy of mixing clerical and production and maintenance personnel, when it was based on oral contracts, and when it

If unions grew to a point to where they were strong enough, it was only then that the unions and the workers they represented would go on the offensive and demand pay raises. This all came together with the passing of the National Labor Relations Act of 1935 which guarantees basic rights of private sector employees to organize into trade unions, engage in collective bargaining for better terms and conditions at work, and take collective action including strike if necessary. The act also created the National Labor Relations Board, which conducts elections that can require employers to engage in collective bargaining with labor unions (also known as trade

It protects the right of workers to engage in any "concerted activity" for mutual aid or protection. Thus, no union connection is needed. Concerted activity "in its inception involves only a speaker and a listener, for such activity is an indispensable preliminary step to employee self-organization."[4]

The NLRA is entrusted by the NLB, which protects collective bargaining in the private sector. Some of the activities of the NLRB is to primarily conduct elections to determine whether or not employees want union representation, and to investigate and relieve practices that are unfair by employers and unions (Joe Twarog, 2005). When a

Furthermore, Section 8 of the LMRA, stipulates that it is an unfair labor practice by the employer; for an employer to interfere with, restrain, or force employees in the exercise of the rights, guaranteed in section 157 (Galiatsos, 2015). Thus, Section 8 specifically disallows the discharge, constructive discharge, layoff, suspension and failure to recall from layoff, demote, discipline, or take any adverse action against the employee, due to their concerted activities. Concerted activities can be viewed as protection available

The NLRA gives employees the right “to self-organization, to form, join, or assist labor organizations, to bargain collectively through representatives of their own choosing, and to engage in other concerted activities for the purpose of collective bargaining or other mutual aid or protection.” The NLRA prohibits employers from committing what it defines as unfair labor practices (“ULP.”) This Act defines five categories of unfair labor practices that an employer is prohibited from committing: (1) “to interfere with, restrain, or coerce employees in the exercise of the rights guaranteed” by the NLRA, (2) “to dominate or interfere with the formation or administration of any labor organization or contribute financial or other support to it,” (3) “by discrimination in regard to hire or tenure of employment or any term or condition of employment to encourage or discourage membership in any labor organization,” (4) “to discharge or otherwise discriminate against an employee because he has filed charges or given testimony under this Act,” (5) “to refuse to bargain collectively with the representatives of his employees.” An employer can commit an unfair labor practice regardless of whether there is already a union in place within the workplace, when employees are trying to unionize, or even when employees are joining together to protect their rights without a

As the textbook stated, labor unions in the sports industry operate much as other unions do. They concentrated on increasing the salary, benefits and working conditions of all players and not only individual contracts (Carrell & Heavrin, 2010, p.86). I believe players already make too much money and yet, I have read about so many strikes and lockouts from almost every sport, and the main reason for the fight is money. The topic of this discussion post asks if the benefits for players are out of proportion to the work they do. I do believe benefits for players are ridiculous for several reasons. First, they are already make tens of millions of dollars. While I can understand they put their bodies on the line to entertain people, I do not think

The NLRB, National Labor Relations Board, is an independent federal agency that guarantees workers to be able to join groups and to act in group efforts in order to improve their wages and working conditions (Bernardin & Russell, 2013). The NLRB is also used for preventing and correcting unfair labor laws and whether workers choose to be represented and by who (Bernardin & Russell, 2013). Whether you, as an employee, are in a union or not, you have the right to join with or without your co-workers to address and try to fix any issues you have at work (National Labor Relations Board, n.d.). It appears that the Trump Administration and Board are wanting to make sure that these laws are definite and abided by.

Numerous companies’ employees are represented by labor unions in negotiating labor contracts. It is essential that both parties negotiate in good faith, whereas the National Labor Relations Act of 1935 (NLRA) encompasses the “Good faith” bargaining of both unions and employers. The good faith bargaining requires each party to show a sincere and honest intent to reach a labor agreement while being reasonable in their bargaining positions, tactics, as well as activities “(Walsh, 2013). When it comes to negotiation, it is unlawful for an employer to refuse to bargain with the representative elected by the employees to represent them (usually a union).

The four major professional sports in America, are the only outlet for sports entertainment and this greatly reduces the supply, which increases the price the league's can charge for their product. The demand for this entertainment is also very high, as millions of Americans watch sports daily. This low supply, high demand economy of professional sports has caused very high prices and income for the league. This great amount of revenue also affects the players economically. The demand of professional athlete’s talents are very high because of the amount of money they make, and the supply of this talent is extremely low and rare, causing for extreme inflation of contracts. Athletic talents are worth millions of dollars, and there are very few people who can provide this

The Article looks at the contract situation between professional athletes, sports agents and Professional sports teams. It explains that professional athletes are not guaranteed the amount of money they are promised when they have signed their contract. The Article shows that in order for professional athletes to receive the maximum amount of money they are promised they must complete a certain amount of years playing for the team. This article shows that professional athletes need to be Knowledgeable when managing their contracts.

The National Labor Relations Act was enacted to correct the labor relations unrest in the United States in the mid 1930’s (Vogel, 1998). The NLRA protects a firm’s employees from unfair employment practices. The law secures the rights of employees to unionization and elect leadership to represent their interests to management (Cameron, 2009). If an employer is found to have unlawful terminated an employee, an organization can be compelled to reinstate the employment for the affected employee. The employment reinstatement often times includes back pay for lost wage for the time the employee was off work. The NLRA protects employee from employer retaliation when they are engaged in lawful union or organizing activities. When an employee is hired

Labor laws set out the obligations and rights of employers with regard to work-related benefits, such as wages and overtime, workplace safety and the welfare of employees. There are provisions that an organization and union organizer must recognize to form relationships that are cohesive. All workplaces, including ones with unions require higher morale, efficiency, participation, and flexibility to be successful. Each of these agencies serves a purpose to the Labor Relations Laws. As the union organizer the obligations rest on knowing the federal agencies, and know what each does and how they apply to the labor relations process.

There are 3 perfect examples of U.S. laws that support collective bargaining. The first law was the 1935 Wagner act. The second law was the Taft Hartley Act. The final law was in 1959 known as the Landrum-Griffin Act. The Wagner Act, according to an article on the National Labor Relation Board website, stated that “The Wagner bill proposed to create a new independent agency- National Labor Relations Board, made up of three members appointed by the president and confirmed by the senate to enforce employee rights rather than to mediate disputes.” (https://www.nlrb.gov/who-we-are/our-history/1935-passage-wagner-act). This in turn obligated the employers to begin the process of collective bargaining with the union representative.