Meat Products Ltd Can Prevent The Union Entering The Plant 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 company after realizing that there was union organization in progress increased employee workload while reducing the workweek (called a stretch out). This is an implied financial threat by management that they controlled the workers, their income and their ability to have a job and their time off from the job. As long as employees showed sympathy to the union that management would make it hard on them. This is another potential violation of the ULP

“The Occupational Safety and Health Act of 1970 (OSHA) was passed to prevent workers from being killed or seriously harmed at work. The law requires that employers provide their employees with working conditions that are free of known dangers. The Act created the Occupational Safety and Health Administration (OSHA), which sets and enforces protective workplace safety and health standards. OSHA also provides information, training and assistance to workers and employers. Workers may file a complaint to have OSHA inspect their workplace if they believe that their employer is not following OSHA standards or there are serious hazards. “OSHA's commitment is to provide information to help employers and employees in the meat-packing industry comply with OSHA standards and increase safety in the workplace. There are currently no specific standards for the meat-packing industry.” (OSHA, N.D).

The employer has a responsibility to follow the regulation which is known as the ‘Health and Safety at Work Act 1974’. This is An Act to make further provision for securing the health, safety and

I believe the union did violate Title I, Section 101(a) of Landrum-Griffin Act since during the monthly meetings ”subjects such topics as union expenditures, salaries of officers, general complaints with particular employers, and various other operational matters” Under Title I, Section 101(a) “every member of a labor organization shall have equal rights and privileges within such organization” these meetings are hosted in English when nearly half of all union members do not understand English is unfair and not treating those who can not understand equally. Paul Sanchez has requested a translator that is not apart of the union so that the message is clear and with out opinions or objectiveness. He was denied the request by the union. A remedy to this would be to ensure all union members are able to participate and understand what is discussed during monthly

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.

     In the early twentieth century, at the height of the progressive movement, “Muckrakers” had uncovered many scandals and wrong doings in America, but none as big the scandals of Americas meatpacking industry. Rights and responsibilities were blatantly ignored by the industry in an attempt to turn out as much profit as possible. The meat packers did not care if poor working conditions led to sickness and death. They also did not care if the spoiled meat they sold was killing people. The following paper will discuss the many ways that rights and responsibilities were not being fulfilled by the meat packing industry.

When speaking of unfair labor practices, it is imperative to note that, according to the provisions of the National Labor Relations Act, they include any attempts of an employer to prevent employees from organizing or creating their unions, restrain or interfere with their rights to support the existing union, affect their intentions and perceptions of union activities, threatening an employee with firing them or taking away their benefits predetermined by their competence if they choose to support the union (Legal Information Institute, n.d.; Noe et al.,

On June 5, 2016 I was forced to work an overtime event when Joyce and Vicki Hoak with less seniority purposely took a vacation day the Friday before the event. Once again on Nov. 15 ,2016 I was mandated to work overtime 7:00 am. to 3:30 pm even though Cliff Worthy, Vicki Hoak have less seniority and with Joyce being excluded from all Saturday overtime due to her schedule work day. However, when Danny Kelly and Harry Feals worked Joyce’s routine they were mandated to work Saturday overtime. In both incidents I filed an oral grievance with Scott union steward and talked to Joe director of Maintenance.

In Australia, it is illegal for an employer to fire a worker for being a member of a union, and they are unable to prevent workers from joining a union (Trade Unions 2012). In the same respect, management cannot force employees to join unions or treat their staff unfairly for belonging to a union (Fair Work Ombudsman 2013).

During 2011 employer associations in Australia conducted an active lobbying campaign to introduce legislative changes with respect to industrial relations. Predominantly they were seeking to diminish the power of collective bargaining and increase managerial control under the

The Court held an employer could not be compelled by the Act to do so if other channels of communication are available that allows the union to reach the employees, provided that the employer does not discriminate against the union by allowing other distributions. The Supreme Court stated that so long as the circumstances of the employment do not "place the employees beyond the reach of reasonable union efforts to communicate with them," respect for the employer 's property rights allow it to prohibit nonemployee access to its property. In doing so, the Court specifically differentiated the access rights of employees from those of nonemployees. The distinction [between employees and nonemployees] is one of substance. No restriction may be placed on the employees ' right to discuss self-organization among themselves unless the employer can demonstrate that a restriction is necessary to maintain production or discipline. Republic Aviation Corp. v. Labor Board, 324 U.S. 793, 803. But no such obligation is owed nonemployee organizers.” Ted Scott and Sara B. Kalis, Littler Mendelson, P.C.1.

The Meatpacking Factory is a case study involving the decision of a factory manager to let his Muslim workers observe their faith by taking breaks at sunrise and sundown during their holy month of Ramadan. James Windham, the factory manager, thought their request was well warranted and felt he should be considerate of the religious beliefs of his employees. There are about 100 Muslim workers which represents 20% of the employee population at the factory. To Windham’s dismay, the breaks began having a significantly negative affect on productivity due to the ever shifting sunset and sundown times. Trying to accommodate a constantly changing schedule left Windham struggling to nail down a

The National Labor Relations Act (NLRA) started in July 1935 to protect the rights of employees, rather, they be union or nor-union employees (Pozgar, 2012). The employees are protected under the Act or may employ in bubble-like, rigorous goings-on in situations other than the customary union organizations and cooperative bargaining. The National Labor Relations Board regulates the employers from interfering with the rights of the employees to implement or organize and join with a groups that offers assists with collective bargaining purposes like organization union or joining one (Pozgar, 2012). The employer may not restrain, coerce or stop employees

The Constitution under Section 231 of the Labour Relations & Industrial Dispute Act (LRIDA) under 4-1 speaks to the fact that the worker has the right to become a member of a trade union..