Protected Concerted Activity

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I have choose Protected Concerted Activity as my topic. To begin with the best definition I can come up with is. Protected Concerted Activity is a legal term used in labor policy to define employee protection against employer retaliation in the United States. It is a legal principle under the subject of the freedom of association. It defines the activities workers may partake in without fear of employer retaliation. In countries where there is relatively robust employee dismissal protection, the protection of protected concerted activity is less of a distinct legal issue. In liberal market societies like the United States, where it is comparatively easy for an employer to fire an employee, the issue of protected concerted activity has become an important employment protection. Protected concerted activity can take a number of forms which are surprising to employers unfamiliar with labor law. For example, non-union employees have a right to strike and, even though they can be permanently replaced, they cannot be fired for engaging in a legal strike.  The word protected in the phrase protected concerted activity refers to an employee’s rights under 29 U.S.C. §157, which includes activities for the purpose of mutual aid or protection in conjunction with wages, hours, or terms and conditions of employment. Fighting the NLRB over an alleged unfair labor practice can get expensive for an employer.  Not only may illegally discharged employees receive reinstatement and back pay, but employers will almost certainly have to pay significant legal expenses to defend themselves.  On the other hand, if an employee filing an unfair labor charge convinces the Board that a violation has occurred, the NLRB’s General Counsel will then prosecute the case at no cost to the employee. Many non-unionized employers remain blissfully unaware that they are bound by various provisions of the National Labor Relations Act (“NLRA”) – in particular, those protecting the...
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