MG420 DL Labor Relations Research Assignment Yajaira Masslow April 29‚ 2012 Jeffrey Cotham 1. Define and discuss the term "collective bargaining." Include and discuss [showing relevance or applicability] at least one reference found in our text‚ along with a current web-based news item/magazine article about a real life example of a collective bargaining action. Write a succinct and complete summary on the contents of the article
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Darla Thompson Business Law 107 Agency and Employment Exam 1. This fact pattern revolves around the termination of an agency. The duration of an agency is usually stated in the parties’ agreement. In general‚ either party may terminate an agency at any time for any reason; however if the terminating party is in violation of the contract terms‚ they may be liable for damages. In this case‚ Barnes was designated as a special agent‚ authorized to make decisions in the management of one specific
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Managers are on the front lines in dealing with employee or labor-management matters. When a union enters the picture‚ labor relations specialists are hired to resolve grievances‚ negotiate a labor contract‚ and to advise top management on labor relations strategy. A supervisor should: * Tell your employees that the union is pressuring your company to sign a union agreement without an election by the employees. If the company signs an agreement‚ all employees will have to pay union dues
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Introduction to Labor Studies Professor Magyar Final Exam Review Most Important Readings: * Yates - Collective Bargaining * Freeman- What Workers Want * Sweet and Meiksins - Globalization * Scott reading on free trade Major Themes: 1. Government‚ Politics and Labor Unions 2. Collective Bargaining 3. Globalization and Free Trade 1. Government and Labor Unions Workers and labor unions can achieve change either in the economic arena (unionizing and collective
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would be available with employee name and show of interest to the employer.” Texas is a “right to work” state “The right of workers in private employment to form unions and bargain collectively with their employers is guaranteed by the National Labor Relations Act (NLRA) and related federal laws.” Texas is not covered under the NLRA and has right to work laws that protects the right of an employee to join or not join a union. Of course‚ this means employers also has the right to fire you for no reason
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questions: 1. what‚ if any violation of the law did Apollo Corporation commit? 2. What may be the arguments that Jean Lipski and Bob Thomas use to defend their cases? The case study will also briefly list things mangers should not do to commit unfair labor practices. Review/Analysis of the Case Apollo Corporation is a company that makes component parts for the communication industry. Bob Thomas a Plant Maintenance engineer worked for the company for nineteen years. During the previous five years
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superstore that has facilities all over the world. Wal-Mart is known as the friendly neighbor superstore. But until recently Wal-Mart has found it’s self not so friendly and is battling in unfair labor practices. An employee working for the Wal-Mart in New York has accused the world’s top retailer of unfair labor practices. The suit‚ which seeks class action status‚ was filed in a New York state court on behalf of about 20‚000 current and past employees of 83 New York Wal-Mart and Sam Club stores.
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fundamental doctrine of our political system is known as: a. exclusive representative b. Industrial democracy c. Participative management d. Critical industrial relations 2. Which of the following is not considered an argument for treating employees as “more” than simply another commodity that can be bought and sold in the labor market: a. Most modern workers are completely dependent upon jobs‚ not property‚ in determining the quality of their life b. Working adults spend a considerable
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Section seven says that employees will have the right to self-organization in order to form or assist in labor organizations. They would be able to participate in collective bargaining‚ from representatives of their own choosing (Connolly‚ 1974). Both parties in this case did claim that it was too cold and drafty at the workstations which were near the opening of the overhead door. The supervisor did refuse to close this overhead door because the other employees wanted to leave this open. Both parties
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fired from his job after posting on Facebook information that his employer considered to damage the company’s reputation. (Neil‚ 2013) However‚ the thing is that the National Labor Relations Act has legal criteria regarding such practice which is referred to as “[protected] concerted activity”‚ which the National Labor Relations Board enforces. What Pflanzter did was complain that his employer didn’t have health insurance‚ that his paychecks were even bounced and that he had no vacation benefits. (Kolker
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