5 edition of A review of the NLRA: Interpretations and current case law (1984) found in the catalog.
A review of the NLRA: Interpretations and current case law (1984)
American Bar Association.
1984 by The Association .
Written in English
|The Physical Object|
|Number of Pages||342|
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Congress enacted the National Labor Relations Act ("NLRA") in to protect the rights of employees and employers, to encourage collective bargaining, and to curtail certain private sector labor and management practices, which can harm the general welfare of. Case Search Cases and Organizations of Interest Decisions Administrative Law Judge Decisions After a Regional Director issues a complaint in an unfair labor practice case, an NLRB Administrative Law Judge hears the case and issues a decision and recommended order, which can then be appealed to.
The National Labor Relations Act (NLRA) was passed inand later amended by the Labor Management Relations Act (LMRA), also know as the Taft-Hartley Act, in The purpose of the NLRA was to codify the federal policy favoring industrial relations stability and employee free choice.
The National Labor Relations Act forbids employers from interfering with, restraining, or coercing employees in the exercise of rights relating to organizing, forming, joining or assisting a labor organization for collective bargaining purposes, or from working together to improve terms and conditions of employment, or refraining from any such activity.
The Wagner Act ofalso known as the National Labor Relations Act (NLRA), guarantees the right of workers to organize and outlines the legal framework for labor unions and management relations.
In addition to protecting workers, the act. The NLRB's Administrative Law Judges docket, hear, settle and decide unfair labor practice cases nationwide, operating through offices in Washington, New York, and San Francisco. The Division of Judges assigns cases approximately 3 weeks before the trial date, at which time the judges contact all parties in an attempt to settle the case and to.
The National Labor Relations Act protects the rights of employees to act together to address conditions at work, with or without a union. This protection extends to certain work-related conversations conducted on social media, such as Facebook and Twitter. Recent Case.
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Employers have a legal duty to bargain in good faith with their employees' representative and to sign any collective bargaining agreement that has been reached. This duty encompasses many obligations, including a duty not to make certain changes without bargaining with the union and not to bypass the union and deal directly with employees it represents.
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The NLRA requires most employers and unions to negotiate fairly with each other in good faith to try to agree to a contract that spells out the terms and conditions of employment for the workers who are members of the union.
The agency enforces this requirement by using mediators, negotiators, administrative law judges, investigators, and others. Drafting a social media policy in compliance with Section 7 of the National Labor Relations Act (“NLRA” or “the Act”) has become increasingly challenging for employers, as the National Labor Relations Board (“NLRB” or “the Board”) continues to parse individual words and phrases in employers’ social media policies.
Enforcing that policy can be even more challenging as the. Office of Inspector General - Ongoing Reviews; Office of Inspector General - Peer Review; Office of Inspector General - Reports Our History. Pre-Wagner Act labor relations; The NLB and "The Old NLRB" Enforcement of the Wagner Act; passage of the Wagner Act; Act Held Constitutional; Taft-Hartley Passage and NLRB.
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In-depth chapters explore labor law topics, focusing primarily on Reviews: The General Counsel of the National Labor Relations Board (“NLRB”) in March of issued memorandum requiring the Board’s Regional Offices, which investigate and prosecute unfair labor practices, to submit all cases or complaints related to employee e-mail and other electronic systems to the NLRB Division of Advice.
The General Counsel explained in the memorandum that. Wagner Act, officially National Labor Relations Act (), the most important piece of labour legislation enacted in the United States in the 20th century.
Its main purpose was to establish the legal right of most workers (notably excepting agricultural and domestic workers) to organize or join labour unions and to bargain collectively with.
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