into committees that could help in discovering the remedies that were going to be of benefit to both the employer and the employees, with each committee’s management staff. First, the NLRA found that the committees were unlawfully formed since it is the employer who dominated these organizations. The five main committees’ majorly dealt with the major issues which included being absent from work station and trespassing, the common law no smoking zone, the information network, advance payment to high ranking employees, and also the extra/overtime wage became its major issues to tackle. In summary, Electromation Inc. (D) created small groups that were referred to as “action committees” which were composed of employees and managers were to provide the employees with mechanisms that were to contribute to the discussions on economic issues that were affecting the company. The ElectromationCompany was un-unionized one during the time when these action committees were constituted, but at the end the Electromation was unionized subsequently, and the union (P) effected this action. Since the National Labor Relations Board made their 1992 decision in Electromation, Inc. v. Teamsters Local 1049, 1 where they upheld by the Seventh Circuit in 1994, 2 that sparked a political and educational debate on the value of employer-initiated employee participation programs ("EPPs") and the impacts these programs on unions and on the employees’ rights to organize. The board also held further in this case that Electromation, a manufacturing plant that is a non-union ignored the National Labor Relations Act by forming an employee action Committees to consider issues such like being absent and attendance tips. According to the National Labor Relations Act, it is stated that it is any labor practice where an employer
RUNNING HEAD: CASE ANALYSIS (1992) ELECTROMATION, INC. V. NLRB 4 dominate or comes in to influence establishment and thereafter, the running of any labor organization or contribute financial or other support to it is not fair.
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- Science, National Labor Relations Act, National Labor Relations Board, National Labor Relations, Unfair labor practice