First Central Bank Case

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First Central Bank Case

Part I:

River City was a community of approximately 210,000 people and, because of the influence of the International Metalworkers Union (IMU), had been considered a "union town" by most everyone. The IMU was heavily involved with organizing many of the firms and institutions in the area and was active in local politics. They had represented the workers at the large auto parts plant since the 1930's. Another of the institutions that the IMU had been able to unionize was one of the town's smaller banks. It had organized the bank's maintenance workers. The IMU was now trying to organize First Central Bank, the area's largest and oldest commercial bank.
As a result of recent growth, First Central had expanded to
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It did this by: (1) banning certain unfair labor practices, (2) providing for secret-ballot elections and majority rule for determining whether a firm's employees were to unionize; and (3) creating the National Labor Relations Board (NLRB) for enforcing these two provisions.
The Taft-Hartley Act (Labor --Management Relations Act) was passed in 1947. This act prohibited union unfair labor practices and lists the rights of employees as union members and rights of employers. The First Amendment permits both employers and employees to exercise free speech by electioneering during union organization.
As the study guide states, statute and case law have defined a series of unfair practices that employers and unions may not engage in during electioneering for a union certification election. Some unfair employer labor practices include 1) interference with union organizing efforts, 2) interference with employees' efforts for mutual aid, 3) tion of a labor organization, 4) support for a labor organization, 5) discrimination on the basis of participation in union activities, 6) discrimination due to employees' exercise of legal rights, and 7) refusing to bargain or refusing to bargain in good faith. Some unfair union labor practices include 1) restraint or coercion of employees or union members, 2) refusing to bargain or refusing to bargain in good faith, 3) strike-related conduct that may be illegal, 4) excessive dues, 5) featherbedding, and 6) coercion of employees to
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