ECE _DSST _ Human Resource MGMT

The osh administration develops and enforces the

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The OSH Administration develops and enforces the required health and safety standards. The OSH Administration is empowered through the OSHA to carry out enforcement activities. The OSHA compliance officer has the power to enter--without delay--a workplace, at a reasonable time and in a reasonable fashion to carry out an inspection and investigation of any item or environmental condition that impacts on the workplace. The employer or his agents are not entitled to delay a compliance officer. This is to allay any concerns of a cover up by the employer. The Workers Adjustment Retraining and Notification Act (WARN) of 1989 mandates the employers with more than 100 employees need to give notice to the workers and community if more than 50 employees will be affected by retrenchment or plant closure. This is the minimum as laid down by the Act known as WARN. It would be harder for smaller companies to be sufficiently organized to issue the warning and the number of workers impacted in a retrenchment or plant closure at a smaller company would be fewer. In 1988, Congress passed the Workers Adjustment Retraining and Notification Act (WARN) in response to the sudden dismissal of employees without sufficient notice coupled with company shutdowns. It is stated within this law that companies with more than 100 employees must give 60 days advance notice of layoffs and plant closings to full time staff, unions, and state and local government. The two main exceptions to WARN are faltering business and unforeseeable circumstances. Unforeseeable circumstances is one of the exceptions mandated by WARN and are designed to protect businesses if there were genuine circumstances that could not have been predicted that resulted in the closure or lay-offs. The first federal law that dealt with labor relations was the Railway Labor Act (1926), which was designed to ensure timely railway operations with minimal dispute between the union and the railway board.
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The Norris-LaGuardia Act (1932) placed tight restrictions on the ability of employers to obtain an injunction to stop unions from peaceful striking , boycotting or picketing The Act was designed to encourage good labor relations through collective bargaining and effective management. Therefore, employers should not have the right to prevent peaceful striking activities and they should be encouraged to talk through their differences. The most important Act regarding labor relations is the Wagner Act (1935), also known as the NLRA . The Wagner Act, also known as the National Labor Relations Act (NLRA), had a huge impact on labor-management relations and protected unionization and collective bargaining. The five unfair labor practices laid down in the NLRA cover practices--made both by the employer and the union--that prevent employees from enjoying the rights and benefits of federal labor law.
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