Lmr Vs Nlbb

Case study 5-7 is about the union filed a petition requesting an election for representation with e NLRB. The Employer (Jackson Equipment Company) made statements during the election that if they union was ruled in favor of the election, the employees benefits would be decreased. The employer made other statements that if the employees voted against the union that they would promise to run the company better. The employer did everything in their power to threaten their employees if they sided with the union and that is violation of the LMRA. Based upon section 8a-1 of the LMRA, each statement that the employer makes is showing that they are trying to influence or threaten the employees to vote against the union. These threat were taking away the benefits of the
If the employees do not have representation, the will lose every battle with the company and they will be afraid to rule against them. If the employers are using a scare tactic to pursue the employees by threatening their benefits, but they should be offering them no matter what happens with the election. I believe that the NLRB should consider the Totality of conduct because the employer will be investigated for the violation and both accusation will be taken into consideration. The employees state their argument that because of section 7, they are allow to form a union to protect their rights. While the company is stating that they are giving all the bets benefits. Since the employer unlawfully threatened the employees, questioned the employees votes, threatened to cut down their wages and benefits, and threatened the loss of job this goes to show that the employer was wrong to pursue the employees votes. They should be fined and the NLRB should rule for the employees because they should be allowed to create a union for their welfare and have a union to represent them when they are in a