Peter B. Robb: A Case Study

Since the enactment of the Wagner Act, there has been a dramatic change in the way employment is handled between managers and employees. Employees have been given more of a chance to decide what they want at work, and are able to negotiate with their employers. They have the opportunity

2. Following are the three aspects of the NLRA certification process most frequently criticized: • Unequal access to employees—employers can meet with employees informally, conduct captive audience meetings, enforce no solicitation rules against union organizers, and limit employee use of company e-mail while unions merely get a list of employee addresses after the election date is set; possibilities for reform include banning employer captive audience meetings, giving unions the right to hold captive audience meetings, requiring a certain number of campaign debates, or allowing unions to send e-mail messages using the company’s system, making Excelsior lists available at any time, or after a union collects 30 percent signed authorization cards, or to include employee e-mail addresses as part of the Excelsior

History 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

Of the many laws and regulations that affect labor relations in the United States, few have had a greater impact than the National Labor Relations Act (NLRA). This law, passed in 1935, was designed to protect the rights of both employers and employees, while also discouraging certain workplace practices. But what did this law actually do, and how does it affect your company today? Our workforce specialists at Industrial Relations Consultants have your answers.

Case Review: Davis Supermarkets, Inc. v. National Labor Relations Board 2 F.3d 1162 (DC. Cir. 1993) 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).

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

As per distributed media reports, work pioneers, including authorities at the AFL-CIO, Change to Win organization, and others, are making entry of the Representative Free Decision Act ("EFCA") their top administrative need in the new 111th Congress set to start in January 2009. In its present structure, EFCA would adjust

Under the nation labor law enforcement board President Trump plans to shift the balance of power.“The National Labor Relations Board (NLRB or Board) has long been criticized for failing to consider empirical evidence when making decisions with broad policy implications” (Labor and Employment Law, 2017, p.1281). The National Labor Relations Board (NLRB) is responsible for enforcing the bargaining rights as well as fair labor practices which cater more to the unions under the Obama administration. Now that Trump have the opportunity to shift the balance of power with more Republican on the board which could then overturn some of the controversial rulings. However, under the Obama administration, the National Labor Relations Board have been

The National Labor Relations Board (NLRB) is an independent federal agency provided with the power to preserve the rights employees' have to organize and to remedy violations if so called for. In addition, the agency was tasked with the prevention of unfair labor practices committed by private sector employers and unions. The National Industrial Recovery Act initiated the NLRB, which protected joint bargaining rights for unions. President Franklin D. Roosevelt later established the National Labor Board that initiated 20 regional boards that handled the massive caseload, that later proved ineffective. Congress, soon after, stepped in and passed a public resolution that empowered the president to choose a labor board that had the authorization

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

While labor relation laws have provided legal stability for employers and employees to exercise and pursue their respective rights and interests, not all conflicts and disputes are resolved based on precedence of law. The National Labor Relations Board (NLRB) enforces the right of employees to engage in concerted activities for mutual aid or protection and takes the position that class and collective action waivers in employment and other agreements are unlawful. Although the National Labor Relations Act (NLRA) provides employees certain rights, some labor relation issues decided by the NLRB have been challenged in some cases and supported in others by the Supreme Court and the United States Courts of Appeals.

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.

Labor Relations Grand Canyon University: HLT-520 James Webb September 23, 2015 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

This is at odds because again the bottom line for the company is to make money and those profits would be reduced if their plan had to be approved by the union first. The employees right is to have honest communication from their managers, however, if they are made aware of these changes too early, it could result in a loss of employees that are crucial to the success of Global Communications.

The NLRB regulates and determines whether or not an employer has committed an unlawful act of unfair labor practices during the collective bargaining negotiation process (Holley, Wolters & Ross, 2012). During the collective bargaining process the labor union and the employer try to hash out labor relations differences. The goal is for a positive resolution of labor relations disputes between employers and employees. Positive labor relations are good for the economy and for the consumers. Settlement of these difference also create a positive working relationship between the employees and management and avoids work stoppages or economic losses. The collective bargaining process allows for mandatory and permissive subjects to be part of the collective bargaining process (Sockell & Delaney, 1986). Section 9 of the NLRA states that issues such as wages,employment terms and workplace conditions are required subject during the collective bargaining negotiation process (McManemin, 1962). All these actions during the collective bargaining process must done in good faith. Good faith means that the either side in the process meets at a reasonable time to discuss all the mandatory and mutually agreed upon permissive subjects. If the issue is considered permissive the employer is not required to negotiate these issues during the bargaining process. Since the language in the law of the NLRA does explicitly state which issues are mandatory or permissive so these issues have been