Hrmd 620 (Mercedez Benz Dealership Vz. Tristan Jones

Firing union supporters was made illegal; and rather than having to strike for recognition, workers could petition the NLRB for a democratic determination of whether a majority of workers favored unionizing.

3. If you were a member of the NLRB, how would you rule in this case and why?

Under the Taft-Hartley Act, the balance between management and union was achieved and adjustments to NLRB were made. Over the years though the management-union relationship has evolved and the Taft-Hartley Act should reflect those changes. The act kept most of the policies set down by the Wagner Act intact (Morris, 2012). Unfortunately, just like the Wagner Act, the Board has not properly administered the Taft-Hartley Act and has made poor ruling decisions. When updating the Wagner Act, the Taft-Hartley act should also be updated to reflect societal standards and

The staff recommends becoming a cosponsor of H.R. 3222. The First Amendment to the Constitution protects the freedom of speech and the freedom of association for all Americans. Unfortunately, many of these rights are stripped or obstructed by labor unions. As a result, workers are denied liberty in the workplace, and taxpayers are on the hook for activities which they might not agree too. The Federal employee rights act takes important step to ensuring the right of the worker, and transparency within the labor union organization.

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.

Section 7 of the National Labor Relations Act states that employees have the right to form, join, or assist in labor organizations, in an attempt to reach an agreement. Employees have the right to bargain together through representatives of their choice and engage in coordinated activities for the purpose of bargaining. They also have the right to abstain from any or all activities except those that may be affected by an agreement that requires membership in a labor organization as a condition of employment (“National Labor Relations Act,”

Yes, the employer statements were unlawful. The NLRA guaranteed workers the right to join unions without fear of management reprisal. It created the National Labor Relations Board (NLRB) to enforce this right and prohibited employers from committing unfair labor practices that might discourage organizing or prevent workers from negotiating a union contract. Employees shall have the right to self-organization, to form, join, or assist labor organizations, to bargain collectively through

1. Define and discuss the term “collective bargaining.” Include and discuss [showing relevance or applicability] a current web-based news item/magazine article about a real life example of a collective bargaining action. Write a succinct and complete summary on the contents of the article you 've provided along with your critical comments about that article. Support your findings with referenced research.  (5 points)

Managing staff in a union environment may present challenges. Secondary to a 1975 United States Supreme Court decision, NRLB vs. J. Weingarten, Inc. 420 U.S. 251, discussions with employees who are members of a union, in which that conversation may result in discipline, require the manager to provide the employee with union representation during investigatory interviews if it is requested (Phillips, 2015). Therefore, managers may not possess the opportunity to have crucial conversations in a timely manner secondary to a delay associated with bringing together the appropriate parties for a meeting. It is through a collaborative effort by Human Resource partners and union representatives that employee grievances are addressed and resolved. If the parties are unable to reach an agreement, an arbitrator may be employed to settle the issue. Nearly all employee complaints are handled via the HR/Union collaborative process and no formal tracking of protests or concerns is in place.

2. Can an employer unilaterally impose a grooming rule over the objections of its employees or their bargaining agent?

The issue at hand currently is the fairness of an employer to alter an employee handbook at their discretion. Employee handbooks and the level of legal bound have been recently addressed issues both in courts systems

The role of the NLRA, which is also known as the Wagner Act, was established to recognize employee’s rights to organize and negotiate collectively with representatives of their own preference (Murray, 2017). Furthermore, Section 7 of the NLRA states: “Employees shall have 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 concerted activities for the purpose of collective bargaining or other mutual aid or protection” (Meza, 2013, p. 335). Collective bargaining is the process by which conditions of employment are negotiated between management, and the labor organization representing employees in the bargaining unit. However, “collective bargaining refers to a situation in which union members and officials meet with an intent to resolve any issues or conflicts, in an attempt to maintain relationships” (Holley, Jennings, & Wolters, 2012, p. 243).

“Voluntary negotiation between employer or employers’ organizations and workers’ organizations, with a view to the regulation of terms and conditions of employment by collective agreements”

When employees are unhappy with their employer, they join together to form a union. The union’s goal is to ensure that workers are properly compensated for the work that they provide to their employers and it represents safety concerns and other issues of employees to employer (Brachmann. n.d). This is done through collective bargaining. Collective bargaining is when a union and management officials meet in order to resolve conflicts (e.g. pay, benefits and working terms and conditions) by way of exchanging commitments (Walsh. 2013. P243). Bargaining successfully strengthens the relationship between labor and management, reinforcing trust and honesty amongst the parties even though they may not agree one hundred percent on every issue. For example, a complaint was filed in 2010 against the Westin Providence Hotel, asserting discrimination against union supporting employees, failure to bargain with the Union, and establishing new terms and conditions of employment without bargaining with the Union (nlrb.org. 2011.). However, before going to trail, the firm and union collectively bargained and resolved all issues by way of contract agreement. The Labor Management Relations Act (LMRA) requires union and management groups to bargain in good faith- each party exhibiting an honest attempt to reach an agreement or settlement, and being reasonable in their positions and tactics, on issues the law require and the parties voluntarily decides to negotiate (Szczepanski. 2003). It is

Section 7 of NLRA guarantees 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," as well as the right "to refrain from any or all