analysis of the provisions of the Taft-Hartley Act‚ an explanation of the National Labor Board‚ and evaluate Human Resources‚ products‚ and services in collective bargaining. The Taft Hartley Act is another shield that protects a union in the organization. The Labor –Management Relations Act (Taft Hartley Act) of 1947‚ places the federal government in a watchdog position to ensure that union-management relations are fair by both parties (Byars & Rue‚ 2004). With the Taft Hartley Act‚ management
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teaching and research). There are several reasons that a labor union would wish to organize and represent teaching assistants and research assistants‚ as well as the proctors and anyone else performing work for Yellowstone University. On an altruistic level‚ it could be that they simply wished to ensure fair employment practices and better conditions and compensation for the employees. On a more pragmatic level‚ the bargaining power of the labor union would be far greater of teaching assistants and
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Labor relations and labor-management relations are terms used to define the business activities between labor unions and employers. Large organizations employ labor relations or employee relations specialists who operate as a liaison between labor and management. In smaller organizations a human resources manager knowledgeable about labor and employment law handles labor relations matters. Labor relations activities may include contract negotiations‚ employee grievances‚ arbitration and mediation
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[G.R. No. 110187. September 4‚ 1996.] JOSE G. EBRO III‚ petitioner‚ vs. NATIONAL LABOR RELATIONS COMMISSION‚ INTERNATIONAL CATHOLIC MIGRATION COMMISSION‚ JON DARRAH‚ ALEX DY-REYES‚ CARRIE WILSON‚ and MARIVIC SOLIVEN‚ respondents. Jose R. Ebro‚ Jr. for petitioner. The Solicitor General for public respondent. The Law Firm of Araullo & Raymundo for International Catholic Migration Commission. SYLLABUS 1. POLITICAL LAW; PUBLIC INTERNATIONAL LAW; CONVENTION ON THE PRIVILEGES AND IMMUNITY
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employees to choose whether or not to join the union‚ to organize under the union‚ and bargain together with a union representative and managers of the current organization. According the reading material for week two there are seven union unfair labor practices for unions under the TAFT-Hartley Act of 1947‚ they are; (1) Forcing of an employee to join in the union activities; (2) Attempting to get one employee to discriminate against another employee‚ (3) To avoid bargaining appropriately on behalf
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Seneyda Soler Professor Lilly Topics in Labor Laws April 1‚ 2013 The Epmloyee Free Choice Act has been a hot topic within the past few years. It has been pushed through congress several times‚ with hopes to change the way unions get organized. Within the next few pages‚ this paper will describe what a union is and how it is started‚ what the Employee Free Choice Act entails‚ how it will change our system‚ and the arguements for and against passing this bill. The EFCA is a system that
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Class 3 Anti-trust Laws Nature and Purposes of the Antitrust Laws * Prohibits agreements and collective action that unreasonably restrain trade. [section1] * Prohibits monopolization and attempted monopolization [section 2] * Purpose is to preserve a competitive marketplace and protect consumer welfare. NCAA v. Board of Regents of University of Oklahoma * S.C. established an analytical framework for applying antitrust law to the sports industry. * The “competition itself”
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elicit changes from its employer in such areas as wages‚ benefits‚ job security‚ and management practices. Strikes are a direct result of conflict between employer and workers (usually labor unions). Strikes are referred to as formal Industrial conflict and results when a group of employees voluntarily joins a labor union or other formal organization‚ and this group determines it must strike to achieve a desired effect (i.e. better wages or a safer work environment)‚ overall employee & company performance
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Inc. v. NLRB‚ 517 U.S. 781 (1996) 5. First National Maintenance Corp. v. NLRB‚ 452 U.S. 666 (1981). 6. H. K. Porter Co. v. NLRB‚ 397 U.S. 99 (1970) LIST OF STATUTES 1. Trade Union and Labour Relations (Consolidation) Act 1992 2. Industrial Dispute Act‚ 1947 3. Bombay Industrial Relations Act‚ 1946 ABBREVATIONS 1. ADR- Alternative Dispute Resolution 2. CBA – Collective Bargaining Agreement
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workers also seek to promote the responsiveness of organizations‚ communities‚ and other social institutions to individuals’ needs and social problems. The main issue that needs to be addressed within my company is some issues pertaining to the Fair Labor Standards Act‚ holiday pay‚ and having an Human Resources Representative at our local site. I believe that my organization needs to take the time to explain to its employees what their rights
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