Labor Relations Essay

The Three Laws that Support Collective Bargaining Labor Laws help protect the workers ‘union activity by helping to define those roles of employees and management. “The major process in today’s U.S. labor relations system-organizing new unions, bargaining contracts, and resolving disputes and grievances-are not entirely legal in nature, but labor law has defined important aspects of these processes” (Budd, 2013, p. 109) This leads us to look more in-depth at three U.S laws that support the effort

According to Labor Relations (1958) mandatory subject of bargaining is noted by the Supreme Court that the area of mandatory collective bargaining includes subjects relating to wages, hours, and other terms and conditions of employment. Other subjects such as overtime pay, shift differentials, holiday pay, pensions, profit sharing plans, rental of company houses, grievance procedures, sick leave, work-rules, seniority and promotion, compulsory retirement age, health care benefits, and management

Labor Laws and Unions HRM/531 Labor Laws and Unions Unions employ labor laws to protect their members from organizations that operate in violation of the National Labor Relations Board. It is imperative that organizations such as Lewis & Lambert have a clear understanding of their union contract and the laws set forth by the NLRB. Lewis & Lambert Lewis & Lambert is Sheet Metal Contracting entity located in Fort Worth, Texas established in 1965 that prides

social media. The governmental policies revolve around the Constitutional right of the First Amendment and the freedom of speech. While this provides some protection for employees there are limitations and exclusions that resulted in the National Labor Relations Board stepping in and providing opinions for the legality of employer disciplinary actions regarding social media content and participation. Freedom of Speech The use of the First Amendment right to the freedom of speech is not applicable to

Employees now had the right to strike, and the employer’s retaliatory powers were limited under the act’s unfair labor practice provisions. By legislating the recognition of employee representatives and protecting the right to strike, NLRB forced the employer to share the decision-making power with employees. Employers can’t decide Labor no longer depended on work stoppages to get to the bargaining table or on economic factors to determine its equality. (Carrell, 2010) Therefore, employers can’t

First Decision: The National Labor Relations Board decision and order of the Respondents, Domsey Trading Corporation, Domsey Fiber Corporation, and Domsey International Sales Corporation ("Domsey"), a single employer and Arthur Salm and Fortuna Edery and the Discriminates International Ladies’ Garment Workers Union, formally request the return of previously striking employees. Domsey wholesale used clothing from its warehouse in Brooklyn, New York. On January 30, 1990, around 200 of Domsey's employees

Situations The Facebook and Parexel cases provide differences in the way that protected concerted activities are applicable under the National Labor Act. For instance, in the Facebook case, American Medical Response Company dismissed an employee of her duty for posting derogatory comments about her supervisor via Facebook. According to the labor board, the company illegally terminated Souza and denied her access to union

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

1. Section 7 of the National Labor Relations Act specifies that “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 other concerted activities for the purpose of collective bargaining or other mutual aid or protection.” Describe how the NLRB has interpreted the phrase “concerted activities for the purpose of collective bargaining or other mutual aid or protection

In today’s society women have more access to doing the same thing as men such as working in higher positions. However, women are getting paid fifty five cents of every dollar that men make. The way society treat women with employment is unfair because as women we do the same work or sometimes twice as more. Even though time have change equality for the workplace only change by 6% of a 100% scale. We as individuals have so much work to do when it comes to improving our workplace not for just men but