The National Labor Relations Board (NLRB) is an independent federal agency with the power to safeguard employees’ rights to organize and to determine whether to have unions as their bargaining representative. The NLRB also acts to prevent and remedy unfair labor practices committed by private sector employers and unions. The NLRB protects the rights of most private-sector employees to join together‚ with or without a union‚ to improve their wages and working conditions. If you believe your rights
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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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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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NLRA guaranteed workers the right to join unions without fear of management reprisal. It created the National Labor Relations Board (NLRB) to enforce this right and prohibited employers from committing unfair labor practices that might discourage organizing or prevent workers from negotiating a union contract. Employees shall have the right to self-organization‚ to form‚ join‚ or assist labor organizations‚ to bargain collectively through representatives of their own choosing‚ and to engage in
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Notification Act of 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
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stocks For non-stock corp – to admit members To acquire and convey property To acquire shares or securities To enter into mergers and consolidations with other corporations To contribute to charity To establish pension‚ retirement and other plans To act as a guarantor Section 37 – Power to extend or shorten corporate term Section 38 – Power to increase or decrease authorized capital stock; incur‚ create or increase bonded indebtedness 4. Section 39 – Power to deny pre-emptive right 5. Section 40 –
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of the ministry of labor and employment. The PR claimed entitlement to cash prize for the award of his proposal. The petitioner counterclaimed that the labor arbiter does not have jurisdiction that the PR bypassed the grievance machinery procedure under the CBA between them and available remedies provided under the rules of the innovation program. Issue: W/N labor arbiter and NLRC have jurisdiction Held: ART. 217. Jurisdiction of Labor Arbiters and the commission. (a) The Labor Arbiters shall have
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Do I really need the Union? Jonathan Thomas August 17‚ 2013 We all believe in being treated fairly on are jobs‚ but does your job treat you fair. Do they pay you what you deserve? Why do we need union? I am going to explain to you what the union is. I am going to talk about the benefits of having a union job and a non-union job. I am going to explain to you what collective bargaining is. We all know that to survive in life we are going to have to work. Most of our parents told us right
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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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Case study 15-1: The Union’s Demand for Recognition and Bargaining Rights 1. Evaluate the various claims made by the union and counterclaims made by the company regarding the charges of unfair labor practices. Which of the arguments are most persuasive? The union claimed that the company had violated Section 8(a)(1) of LMRA by: Repeat investigate employees about union activities Threat employees that they would take the benefits if the selected union present for them Threat employees because
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