Seneyda Soler Professor Lilly Topics in Labor Laws April 1‚ 2013 The Epmloyee Free Choice Act has been a hot topic within the past few years. It has been pushed through congress several times‚ with hopes to change the way unions get organized. Within the next few pages‚ this paper will describe what a union is and how it is started‚ what the Employee Free Choice Act entails‚ how it will change our system‚ and the arguements for and against passing this bill. The EFCA is a system that
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National labor relations act was passed in the year of 1935 to protect employees‚ and employers from creating interferences in each other’s paths via collective bargaining ( website ). For that very reason this law “is the declared policy of the United States”. Many years later the continuing wisdom and vitality of the declared policy seems to be questioned by one and all. When it comes to the continuing wisdom of the policy it is good to continue for it allows the formation and continuation
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Choice Act” which is also known as “card check.” According to Huffington Post‚ “A union could be certified based on signature cards that would be solicited by seemingly credible union organizers with no confidential vote. No privacy‚ the results would be available with employee name and show of interest to the employer.” Texas is a “right to work” state “The right of workers in private employment to form unions and bargain collectively with their employers is guaranteed by the National Labor Relations
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Collective Bargaining in Labor Relations 1. Define the term “collective bargaining” and list and describe four issues that are mandatory components of a collective bargaining agreement. The term “collective bargaining” is a carefully thought out and written contract‚ between the management of a company and its employees. This legal contract is represented by an independent trade union and is legally enforceable for a period of about a year. The ultimate goal for both management
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first unions were organized during the economic depression of the 1820s. The Sherman Antitrust Act‚ enacted in 1890‚ was initially applied to any activity that interrupted the free flow of commerce. Applied to unions to stifle their activity. The Clayton Act‚ enacted in 1914 with good intent toward labor‚ exacerbated the problem by strengthening the application of the Sherman Act against labor. A yellow-dog contract is a stipulation mandated by the employer that the employee will not join
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Labor Laws and Unions HRM/531 Labor Laws and Unions Unions employ labor laws to protect their members from organizations that operate in violation of the National Labor Relations Board. It is imperative that organizations such as Lewis & Lambert have a clear understanding of their union contract and the laws set forth by the NLRB. Lewis & Lambert Lewis & Lambert is Sheet Metal Contracting entity located in Fort Worth‚ Texas established in 1965 that prides itself
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Legislation of Management and Unions Labor unions have been a staple in many different industries. The purpose of a union is to organize workers‚ to act cooperatively together‚ requesting to promote and protect their mutual interests through collective bargaining. With the rise of unions across the United States came pieces of legislation to help define the rights of management and the members of the labor unions. There are three pieces of legislation that have played an important role in defining
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Collective Bargaining Collective bargaining is always mutual acceptance by labor and management of a collective bargaining agreement or contract. This paper will discuss the effect of right to work laws on union membership‚ the role of the National Labor Relations Board‚ the major provisions of the Taft-Hartley Act‚ the role Human Resources plays in collective bargaining initiatives‚ and discuss some of the key characteristics of collective bargaining industries. Union Membership Any
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and central social relationships between union‚ employers and state. In respects to labor law it encompasses significant aspects of law of contract‚ the law of torts‚ and constitutional law. (1) The implementation of the National Labor Relations Act (NLRA) that was passed in 1935 encourages the standard for policing the relationships between employees‚ and employers by elected official and employees’. (2). Labor laws are extended to any person who works in the service of another person under
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National Labor Relations Act (NLRA)‚ in 1992 changed how nonunion employees and managers could gather and organize employee committees with the case Electromation‚ Inc. vs NLRB. With this act organizations must be careful with creating employee committees that could otherwise be deemed unlawful. They must avoid allowing any of the management team to direct or influence the work of the committee‚ as well as members of the committee are not allowed to give the impression that they represent the views
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