their demands are very similar. The NLRB is applying a principle of: (Points : 1) Community of interests Geographical proximity Interdependence of jobs Exchange of labor Question 8. 8. Bluffing is a bargaining tactic that is most likely used in: (Points : 1) An unfair labor practice
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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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Question 1 2 out of 2 points The failure to reach agreement is called Correct Answer: an impasse. Question 2 2 out of 2 points Under the Railway Labor Act (RLA)‚ once the National Mediation Board (NMB) declares an impasse‚ Correct Answer: parties enter into a 30-day cooling-off period. Question 3 2 out of 2 points In _____‚ a neutral third party tries to assist the parties to reach an agreement.
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during the week of September 16 to discuss their current wage rates‚ the lack of a medical insurance plan‚ and whether they should consider joining a union. Four of seven employees signed union authorization cards after meeting a representative of the national truck drivers’ union. Seven employees presented to the company’s plant manager on Friday September 20. The letter stated‚ “Today all employees wish to express a silent strike in pursuance of the right that our salaries be increased to $5.75 per hour
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Labor Relations September 25‚ 2012 Reaction Paper: Made in Dagenham Film In the film that we’ve watched entitled Made in Dagenham‚ we have seen how powerful strikes can be. It is done so that the rights of the workers will be upheld‚ and that‚ only upon compliance of the Legal Requirements may it be declared a valid strike. Many are the reasons why workers would engage in such an activity‚ one of which was the discrimination of gender which the film presented. We have also
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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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disbanding the union and suing the league under antitrust law for colluding to restrict pay (Kuriloff‚ 2011 ) The National Football League has asked the National Labor Relations Board (NLRB) for clarifications in using antitrust laws to block a lockout and clarifying if the National Football League Players Association is a certified labor union. The National Football League position is that the National Football League Players Association is using delaying tactics and they are threatening a work stoppage.
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and respond to proposals made by each other; 3.) respect the role of the other ’s representative by not seeking to bargain directly with those for whom the representative acts 4.) not do anything to undermine the bargaining process or the authority of the other ’s representative (USlegal.com‚ 2001-2013). It is dishonest labor practice for any union to reject to bargain in good faith with the employer concerning wages‚ hours‚ and other employment conditions (Dessler‚ 2011). Dessler (2011) states
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Management 3500 – Exam One Notes The Elements of Industrial Relations I. Basic Premise of Industrial Relations Industrial relations are a field of academic inquiry that looks at employee relations not just unions. It differs from Human Resources because HR looks at employment relations from a management perspective and industry relations looks at management from the employer perspective. Additionally‚ states that conflict between works and management is normal and natural‚ however‚ it
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termination after 19 years of a plant maintenance engineer‚ Bob Thomas who has always been critical of Management. This paper will address violation of fair labor practices by Apollo Corporation; the argument that Jean Lipski and Bob Thomas will use to support their case; and some things that managers should not do lest they commit unfair labor practices (Bohlander & Scott‚ 2007). Jean Lipski‚ Apollo’s Human Resource (HR) Director facing competitive challenges; held a series of meetings with managers
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