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NLRB v. J. Weingarten, Inc., 420 U.S. 251 (1975), is a United States labor law case decided by the Supreme Court of the United States.It held that employees in unionized workplaces have the right under the National Labor Relations Act to the presence of a union steward during any management inquiry that the employee reasonably believes may result in discipline.
The right is closely linked to passing off, defamation and other non-statutory causes of action, which may be used to supplement a claim for infringing the right to object to false attribution. [22] David Vaver, writing in the International Journal of Law and Information Technology , goes as far as to say that the right to object to false ...
Employers must report the incomes of employees and independent contractors using the IRS forms W-2 and 1099, respectively.Employers pay various taxes (i.e. Social Security and Medicare taxes, unemployment taxes, etc.) on the wages of a worker that is classified as an employee.
The Declaration on Fundamental Principles and Rights at Work was adopted in 1998, at the 86th International Labour Conference and amended at the 110th Session (2022). It is a statement made by the International Labour Organization "that all Members, even if they have not ratified the Conventions in question, have an obligation arising from the very fact of membership in the Organization to ...
The National Labor Relations Board (NLRB) struggled to implement the Court's holding in Beck. In 1989, the National Right to Work Committee polled NLRB offices nationwide, posing as workers and asking about the requirement to pay union dues. [193] The group found that Board agents and other staff at 22 of 29 offices gave the wrong information ...
In United States employment discrimination law, McDonnell Douglas burden-shifting or the McDonnell-Douglas burden-shifting framework refers to the procedure for adjudicating a motion for summary judgement under a Title VII disparate treatment claim, in particular a "private, non-class action challenging employment discrimination", [1] that lacks direct evidence of discrimination.
An unfair labor practice (ULP) in United States labor law refers to certain actions taken by employers or unions that violate the National Labor Relations Act of 1935 (49 Stat. 449) 29 U.S.C. § 151–169 (also known as the NLRA and the Wagner Act after NY Senator Robert F. Wagner [1]) and other legislation.
The moral rights include the right of attribution, the right to have a work published anonymously or pseudonymously, and the right to the integrity of the work. [2] The preserving of the integrity of the work allows the author to object to alteration, distortion, or mutilation of the work that is "prejudicial to the author's honor or reputation ...