What challenges do you see with interpreting labor and employment laws and court decisions? There are a lot of grey areas in interpreting labor and employment laws. No one case can exactly apply to another. The must rely on precedents but be able to adapt them. For example the three part test (mentioned below) can be adapted to almost any case involving supervisory status. Case Study 3.1 1. Drake and Keeler could argue that they were engaged in a concerted and lawful act. This means two
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12/11/2011 Week 7: Textbook Case Study "Save Money. Live Better" – Walmart and Unions Interpret the Slogan Differently 1. I honestly feel that there is way more disadvantages than advantages with Wal-Mart working with a union. Union women and men are more likely than nonunion workers to have health and pension benefits‚ and to receive paid holidays and vacations‚ and life and disability insurance. In the Wal-Mart case‚ I find this hard to believe. I think that Wal-Mart‚ being the large company
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that have been severely disciplined or terminated due to their activities on social media websites have been retaliating by use of the National Labor Relations Act of 1935. This law provides employees that work in private-sectors the right to voice their opinion in regards to employment conditions‚ such as pay and safety. The National Labor Relations Board is the organization that has the final say when determining whether or not an employee has a valid complaint. If the employee’s complaint is
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Child Labor Children are the most important people in this world. Not only are they innocent and premature‚ but they also provide the future for this world. Every great leader or world changing man or women was once a bay. That baby grew up and became something great. Because that bay was raised the right way they were able to achieve men’s greatest achievements. If people like George Washington were raised differently then where would America be? We could still be under British Rule. We could be
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National Labor Relations Act (NLRA)‚ in 1992 changed how nonunion employees and managers could gather and organize employee committees with the case Electromation‚ Inc. vs NLRB. With this act organizations must be careful with creating employee committees that could otherwise be deemed unlawful. They must avoid allowing any of the management team to direct or influence the work of the committee‚ as well as members of the committee are not allowed to give the impression that they represent the views
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1988 (WARN Act) is a United States labor law which protects employees‚ their families‚ and communities by requiring most employers with 100 or more employees to provide sixty- (60) calendar-day advance notification of plant closings and mass layoffs of employees. Employees entitled to notice under the WARN Act include managers and supervisors‚ hourly wage‚ and salaried workers. The WARN Act requires that notice also be given to employees’ representatives (i.e. a labor union)‚ the local chief elected
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Agency whom the latter pays the guards. Upon expiration of the term‚ APL executed a new contract with the Philippine Scout Veterans Security and Investigation Agency for one year. Several individual complaints were filed against APL for unfair labor practice due to the termination of the contract. The counsel for the respondent alleged that the said termination was due to APL’s Captain Morris and the operator (Tinsay) of the Marine Security Agency. Arbiter Lomabao found the petitioner guilty
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Dictionary of Human Resources Page 1 of 23 Contributed by: Salman Hafeez Dictionary of Human Resources Chapter 1: The Strategic Role of Human Resource Management Key Terms Management Process The five basic functions of management are: organizing‚ staffing‚ leading‚ and controlling. planning‚ Human Resource Management The staffing functions of the management process. Or‚ the policies and practices needed to carry out the "people" or human resource aspects of a management
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“The object of employing children is not to train them‚ but to get high profits from their work‚” wrote Lewis Hine. Child labor was and still is real. People shouldn’t buy products that were manufactured from child labor. People shouldn’t buy products manufactured from a child with child labor because those children are being deprived of many things in life because of child labor. Children are deprived of their childhood and most of all their education. Although‚ some say that children go to work to
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The Duty to Furnish Information Under the National Labor Relations Act American Bar Association Labor and Employment Law CLE Conference Philadelphia‚ Pennsylvania November 7-10‚ 2007 Jeffrey I. Pasek Charles J. Kawas Cozen O’Connor 1900 Market Street Philadelphia‚ PA 19103 (215) 665-2000 I. INTRODUCTION II. THE GENERAL DUTY TO FURNISH INFORMATION A. B. Creation of the Duty 1. Union Must be the Bargaining Party 2. The Nature of the Union’s Request for Information The Information Requested
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