National Labor Law: A Case Study

1. Did Wayne have an employment contract, either oral or written, with EcoCare? Why or why not?

Both of these company’s stress the importance of human rights, minimum wages, and healthy workplaces for all employees. The Governments of these low wage countries try their best to ignore and disregard these conditions that are not normal. The benefits of these workers working under these conditions are too high and production is increasing in countries such as China and India.

DISCUSSION: Kelli Brown (Interim Superintendent) and Nate Kamban (Transitional Assistant Superintendent) were present to discuss the union contract between The General Truck Drivers and Helper’s Union (Affiliated With The International Brotherhood of Teamsters) Local #92 and the Tuscarawas County Board of Developmental Disabilities. Mr. Kamban said they felt it would be best practice to match the Teamsters contract with the OAPSE contract that was passed several weeks ago. Commissioner Abbuhl asked if the time line matched up as well. Ms. Brown said it did (3 years). Ms. Brown also said they tried to match up the language in the contracts. Ms. Brown felt the negotiations went very well and was successful. She said everyone came to the table

Feere, Jon. “Ruling on Arizona's S.B. 1070 Mostly Right, but Wrong on Day Labor Law.” Center for Immigration Studies, cis.org/Feere/Ruling-Arizonas-SB-1070-Mostly-Right-Wrong-Day-Labor-Law. Accessed 28 July 2017.

There are several million undocumented immigrants employed in the United States (Burton, 2015). Even though the labor market has changed, the original National Labor Relations Act has not. The NLRA provide legal protection to employees to not be terminated for participate in organizing a union. NLRA created a blanket enforcement of NLBA rights equal for undocumented workers and U.S. citizens (Zdravecky & Hass, 2014). The law does not expressly detail terms who is considered an employee of an employer. The original intent of the law was to provide protection to anyone regularly employed in the U.S. The actions of the NLRA board makes it clear the board felt that undocumented workers deserved equal protection for the NLRA. If employer was

Facts of the case: Imagine you are an HR manager and your boss and owner of the company, Bill, comes to you suspecting his assistant, Paige, is stealing money from the company. Bill would like a polygraph test conducted to see if Paige is stealing from the company. He would also like you to conduct electronic surveillance on Paige’s work e-mail for anything suspicious.

The Fair Labor Standard Act is also known as FLSA established in 1938. President Franklin D. Roosevelt signed this bill to protect employees during the Great Depression (Perez, 2015). The sole purpose of this bill was to establish minimum wage, overtime pay, recordkeeping, and youth employment standards affecting full-time and part-time workers in the private sector and Federal, State, and local governments (Bernardin & Russell, 2013). Before this act, there was no formal written law regarding standard minimum wage, overtime compensation, adequate timekeeping for hours worked as well as the proper age limit regarding the workforce personnel.

I think there is not AS MUCH child labor like before.But I think it’s because it would be child abusement and enslavement,therefore they could be charged with enslavement and child

On August 17 I participated in a telephone conference with Pat Quinn, Val, Mike Carreiro, Mark Lepizzera regarding whether there are grounds for an appeal of the arbitration award issued by Phil Dunn. As I understand it the purpose of the call was to get my insights as a Union attorney and to discuss the merits of any appeal. My opinion was that there are no grounds to appeal based on the legal standard in federal court and that, should the Union appeal, those are significant risks that it could be charged with the Employers attorney’s fees under rule 11.

This is not the first time in history that companies have lacked sympathy for their employees. All one has to do is visit an internet search engine and type in the words: industrial and revolution to learn how poorly most companies treated their employees when unchecked. It is common American knowledge that during the industrial revolution children, five and older, often worked in mines and sweat shops for more then sixteen hours a day. It is also widely known that workers received ridiculously low wages, and that when a factory worker was injured on the job, they were most likely fired with out receiving any benefits or money to help with the medical costs.

Techtron Corporation is a developer and manufacturer of chemical substance converter systems for small and medium-size automobiles. Techtron has several international accounts including Kia Motors and the Hyundai Mobis network. Techtron has recently landed a contract to produce catalytic converter systems for the second generation Kia Sorrento, manufactured in West Point, Georgia, and are bidding on being the main supplier for the new Kia final assembly plant located in Nuevo Leon, Mexico. In addition, Techtron is in the final stages of completing their new manufacturing facility located in Lansing, Michigan near two major interstates, the senior leadership and support staff is in place however, the company is now ready to begin

Instead of utilizing the city of Tucson Fire Department Union Contract from last week’s discussion, I opted to utilize my union, The Old Pueblo Firefighters Association (OPFFA) Labor Agreement for week two writing assignment which is unique in itself. As a for-profit fire department, we are directly affiliated and hold a sponsorship with the International Association of Fire Fighters (IAFF).

To be honest, I was not fully aware of what unions were or how they operated exactly until having to reading about them with this section. While I was completing the form on 13.2.1, the following statements were the ones that I were very unaware of and needed to do further research on: union wages are not competitive in a global economy, unions are a big help to workers, and U.S. productivity would be much higher if it weren't for unions. There are a few different reasons for why people join unions. Some employees join unions because they are dissatisfied with the work environment, including work conditions, compensations, and supervision while other employees join because they have a desire to have more influence in affecting change in the

36 years old, community pharmacist and business owner. Lives in Bedford with his wife and family.

In the beginning, the system consistently paid significant incentives. In the long run, this alerted workers to view the incentives as a major aspect of their normal pay and not as motivating force to move forward. The incentive plan lost adequacy as a motivational instrument. The employees’ mentality is that of Vroom Expectancy Theory, “in which motivation is a product of three elements: valence (how much one wants a reward), expectancy (one’s estimate of the profitability that effort will result in successful performance) and instrumentality (one’s estimate that performance will result in receiving reward)” (Newstrom, 2015 p.131-2). When cutbacks occurred, remaining workers became insecure in their job and influenced their yearning to perform. They did just what was expected of them to stay employed and nothing additional. “Employees were not compensated for seven months due to low productivity and profitability, which made the employees furious and distrust the plan” (Beer & Collins, 2008 p.2). This is adequate evidence that supports McGregor’s Theory X and Theory Y.