National Labor Relations Board

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

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 the National Work Relations Act ("NLRA") to: (1) Require the National Work Relations Board ("NLRB") guarantee a union based upon a dominant part card check (rather than ensuring a union strictly when it gets a lion 's share of worker votes in a mystery poll decision); (2) Permit either gathering

Aimee Picchi, Union: Walmart Shut 5 Stores Over Labor Activism, CBS NEWS (Apr. 20, 2015), http://www.cbsnews.com/news/union-walmart-shut-5-stores-over-labor-activism/. Beth Ethier, Accused of Retaliating Against Workers, Walmart Says It Closed Stores Over Plumbing Problems, SLATE (Apr. 20, 2015), http://www.slate.com/blogs/the_slatest/2015/04/20/walmart_accused_of_closing_stores_to_punish_activist_workers_union_files.html. Picchi, supra note 1. Steven Greenhouse, Walmart Illegally Punished

Case Title : NLRB on behalf of Mrs. Dawn vs. American Medical Response of Connecticut Company Case number: 34-CA-012576 Date Opened: 01/19/2010 Status: closed Presentation of the Case The case filed by NLRB was between the American Medical Response of Connecticut in New Haven and one of their employees called Mrs. Dawn. Upon verbal disagreement with her supervisor, Mrs. Dawn posted a negative remark on her private facebook wall about the supervisor. The remark attracted comments from her

or the legally unsupported Brown University case, decided by one of the most conservative Boards in recent history, held, “as a matter of policy,” that graduate student workers were students and, and, therefore, could not be employees as defined by the NLRA. Republic Steel, Dannin, supra note 44 at 260–63. Id. See Consol. Edison Co. v. NLRB, 305 U.S. 197, 220 (1938) (holding that the power of the Board to punish an employer who violates the NLRA is “remedial, not punitive.”); Republic Steel Corp

under the LMRA by engaging in interstate commerce, thus, the particular employee right protected by section 7 of the LMRA is that they have been wrongfully discharged because of their protected, concerted activities. As stated by the National Labor Relations Board (n.d.)

Case Title : NLRB on behalf of Mrs. Dawnmarie vs. American Medical Response of Connecticut Company Case number: 34-CA-012576 Date Opened: 01/19/2010 Status: closed Presentation of the Case The case filed by NLRB was between the American Medical Response of Connecticut in New Haven and one of their employees called Mrs. Dawnmarie. Upon verbal disagreement with her supervisor, Mrs. Dawnmarie posted a negative remark on her private facebook wall about the supervisor. The remark attracted comments

The National Labor Relations Board (NLRB) is a federal government agency, founded by Congress in 1935 (Galiatsos, 2015). The primary responsibility of the NLRB is to administer the National Labor Relations Act (NLRA). However, the NLRB takes action to safeguard employees' right to organize, and to decide whether to have unions serve as their bargaining representative, with their employer (Galiatsos, 2015). The agency also acts to prevent and remedy unfair labor practices that are committed by

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

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