Labor Laws & Unions

No, I do not believe an employer is required to have a bulletin board. My company does not have a bulletin board; with the use of technology such as email and intranet websites, a traditional bulletin board is not needed.

The act also created the National Labor Relations Board (NLBR) which monitors the collective bargaining process. It’s made up of five members, who run offices all over the United States.

The National Labor Relations Act (NLRA), also known as the Wagner Act, was enacted in Congress in 1935 and became one of the most important legacies of the New Deal. Prior to the passage of the NLRA, employers had been free to spy on, interrogate, discipline, discharge, and blacklist union members. Reversing years of federal opposition, the statute guaranteed the right of employees to organize labor unions, to engage in collective bargaining, and to take part in strikes. The act also created a National Labor Relations Board (NLRB) to arbitrate deadlocked labor-management disputes, guarantee democratic union elections, and penalize unfair labor practices by employers. The law applied to all employees involved in the interstate

All organizations are in business to make money, but there are rules that the employer and the employee must follow as well. Any influence that management and labor have over the organization should be equal. The “Landrum-Griffin Act also knows as the Labor Management Reporting and Disclosure Act.” Was passed in 1959 through U.S. Congress. This is the result of certain improper activities that was going on between labors, management, employers and certain union officials. Many of the officials in higher positions misused numerous labor funds as well as being involve in violent activities. This act regulated union affairs internally and also controlled the use of union funds.

Facts: In Davis Supermarkets, Inc. v. National Labor Relations Board 2 F.3d 1162 (DC. Cir. 1993), the Court was asked to decide a dispute between an employer (Davis) and the National Labor Relations Board (NLRB). The NLRB had found that Davis committed unfair labor practices, which Davis disputed. A union (Local 23) was attempting to organize a local at Davis. Several employees signed authorization cards for the union. Six of those employees were terminated in a mass layoff that impacted eight employees. Davis then fired or constructively fired three more employees who had filed authorization cards. Davis's chairman of the board then informed employees that he wanted them to sign authorizations with the Steelworkers, a competing union. However, Davis maintained that the employees were terminated for cause, not because they signed authorization cards for Local 23.

The National Labor Relations Board enforces the law by policing unfair labor practices committed by either labor or management. The Board also reviews questions concerning what issues are subject to negotiation under the law. The two most common allegations of unfair labor practices are that the employer has disciplined or discharged players for engaging in union activities and that the employer has refused to bargain in good faith.

To help bring about congressional change, the National Labor Union was created in 1866 “to pressure Congress to make labor law reforms” (Library of Congress). It was composed of “national associations of unions” with “trade-printers, machinists, stone cutters” and others (American Federationist).

Over the years there have been several laws passed in the United stated pertaining to employees, employers, and unions including The Labor Management Reporting and Disclosure act of 1959 (LMRDA) and the Taft-Hartley act (Hero, 2015), (Legal Dictionary, 2015),. These laws and acts serve as a guidelines in making union, employer, or judicial decisions (Department of Labor, 2015). In 2012 Pilots of American Airlines were facing the task of striking or not striking, and made their decision based on the guidelines of these acts stated below.

One of the principal acts occurring during the 1980s and early 1990s as a result of Republicans stepping in and extending their authority over unions involved the NLRB saying that unions were no longer able to force an employer to bargain with them as long as it did not represent the largest part of the individuals within the company. This practically meant that unions were left with little to no power to act in some situations and employees simply had to accept laws that their managers imposed, regardless if they were justified or not. Matters were especially confusing because it had only been a few years since the NLRB

Next, it is important to understand what the NLRB does and does not have jurisdiction over. The NLRB does not have jurisdiction over 6 types of labors: (1) governmental employees, (2) persons covered by the Railway Act, (3) independent contractors, (4) agricultural laborers, (5) household/domestic workers, and (6) employees who work for their spouse or parents (Reed, 631). Technically the NLRB has jurisdiction over everything else; however, the NLRB has a limited budget as well as time constraints and so must limit

I definitely think the most important to keep in mind is the employees. As of right now the workers do not have the right to communicate about wages, hours and other terms and conditions of employment. The NLRB is all about the employee. They want them to have the opportunity and right to be able to communicate freely about these conditions, which I agree

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.

(Cheeseman2013) In the case of American Ship Building Company v. NLRB. This was a company who operated a shipyard in Chicago. The company was mainly involved in the repairing of ships. This was an extremely seasonal industry for the company, focused in the winter months during the freezing of the Great Lakes which made shipping impossible. The workers were represented by numerous labor unions. Those same union contacted American Ship Building Company that they would be seeking some changes to the their collective bargaining agreement once it expired subsequently on a numerous occasion the union called strike after the ships would arrive in to the shipyard for it repairs. They did this to increase their ability to bargain with the company had not been the 1st time this had happen so American decide before the agreement was to expire the laid of the workers. (Cheeseman2013)

Employment and labor law is in place to protect workers from their employers. I will discuss six laws that I believe either unduly interfere with the ability of an employer to operate successfully, strike an appropriate balance of interests among the stakeholders (employer, employee, union, public, etc.), or encourage an employer to adopt sound practices which, apart from compliance with legal requirements, also promote its own interests. The laws that unduly interfere with the ability of an employer to operate successfully are Right-to-Work laws and Immigration Nationality law. Companies have the right to operate their business of their own accord. Why is okay for states to pass laws to prevent employers from instituting union shop agreement? Gary Chartier writes, “When a legislature interferes with voluntary employment contracts, it infringes people’s freedom to bargain with their own labor and

The Wagner Act of 1935 allows all employees to form unions and protects their right to engage in concerted activity without termination. Amazon employees accuse the company of breaching the right for their employees to unionize. Amazon leadership conveyed to employees at their “fulfillment” centers that if they unionize, Amazon would not speak directly to their organization. Amazon’s anti-unionization policies represent possible infringement of the Wagner Act, and an ethical violation of treating its stakeholders with respect. Congress created both the Sherman and Wagner Acts to limit the power of companies over their employees by curbing unethical practices. These acts helped end unethical behavior such as child labor and 14-hour labor