Ch15-SG - LaborManagement Relations WHATTHIS CHAPTERISA...

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Chapter 15: Labor-Management Relations W HAT   THIS  C HAPTER  I S  A BOUT This chapter  outlines labor law and  legal recognition  of the right to form unions, the process of unionizing  a  company, the process of collective bargaining, and  labor practices considered  fair and  unfair under  federal law. C HAPTER  O UTLINE I. FEDERAL LABOR LAW All employers whose businesses involve or affect interstate commerce are subject to these laws. Agricultural   workers and  domestic servants are excluded. A. N ORRIS -L A G UARDIA  A CT   OF  1932 This law  restricts federal  courts’ power  to issue  injunctions  against  unions  engaged  in peaceful  strikes,  picketing, and  boycotts. B. N ATIONAL  L ABOR  R ELATIONS  A CT   OF  1935 (NLRA) The  NLRA  established  the  right  of employees  to  bargain  collectively  and  to  strike; prescribed  unfair   employer  practices; created  the  NLRB to oversee  union  elections, prevent  employers  from  engaging  in  unfair  practices, investigate  employers  in response  to employee  charges  of unfair  labor  practices, issue  cease-and-desist orders. C. L ABOR -M ANAGEMENT  R ELATIONS  A CT   OF  1947 (T AFT -H ARTLEY  A CT ) This act prohibits unions  from  refusing  to bargain  with  employers, engaging  in certain  types  of picket - ing, featherbedding, and  other unfair union  practices. Expressly preserves union  shops, but allows states   to pass right-to-work laws, which make it illegal to require union  membership  for employment. D. L ABOR -M ANAGEMENT  R EPORTING   AND  D ISCLOSURE  A CT   OF  1959 This  law  requires  regular  elections  of  union  officers,  under  secret  ballot;  prohibits  ex-convicts  and   Communists  from  holding  union  office; makes  union  officials accountable  for union  property;  allows   members to participate in union  meetings, nominate officers, vote in proceedings. II. THE DECISION TO FORM OR TO SELECT A UNION A. P RELIMINARY  O RGANIZING 1. Workers Sign Authorization Cards A majority  of the  relevant  workers  must  sign  authorization  cards,  which  state  that  they  want  a  certain union  to represent  the workforce. 2. The Employer Is Asked to Recognize the Union If the employer  refuses, unionizers  must  present  authorization  cards  from  at least 30 percent  of the  workers to the NLRB regional office with a petition for an election. B. A PPROPRIATE  B ARGAINING  U NIT 123
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124 UNIT 4: THE EMPLOYMENT ENVIRONMENT The NLRB determines this, which requires a mutuality  of interest among  the workers to be represented.   Mutuality of interest requires—
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CHAPTER 15: LABOR-MANAGEMENT RELATIONS 125 1. Job Similarity  Similar levels of skill, wages, benefits, working  conditions. 2.
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This note was uploaded on 12/20/2010 for the course BUS 100 taught by Professor Staff during the Fall '09 term at CSU Dominguez Hills.

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Ch15-SG - LaborManagement Relations WHATTHIS CHAPTERISA...

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