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An individual employee addressing a personal complaint with their employer is most easily identifiable as non concerted activities. Additionally, an individual who walks off the job in protest of their personal work assignment is not protected. Protected concerted activity has extended to individual employees in some situations.
An employee is protected from discrimination based on age if he or she is over 40. Since 1978, the ADEA has phased out and prohibited mandatory retirement, except for high-powered decision-making positions (that also provide large pensions). The ADEA contains explicit guidelines for benefit, pension and retirement plans. [7]
Terms of collective agreements, to the advantage of individual employees, therefore supersede individual contracts. Similarly, if a written contract states that employees do not have rights, but an employee has been told they do by a supervisor, or rights are assured in a company handbook, they will usually have a claim. [93]
The amendments also authorized individual states to outlaw union security clauses (such as the union shop) entirely in their jurisdictions by passing right-to-work laws. A right-to-work law, under Section 14B of Taft–Hartley, prevents unions from negotiating contracts or legally binding documents requiring companies to fire workers who refuse ...
The National Labor Relations Act of 1935, also known as the Wagner Act, is a foundational statute of United States labor law that guarantees the right of private sector employees to organize into trade unions, engage in collective bargaining, and take collective action such as strikes.
This business model deprives drivers of important rights and benefits, like minimum wage protections, social insurance benefits and the right to organize a union.
permit employees not to provide personal information to union organizers; provide protections from union coercion (including fines) blocking de-certification of an existing union; require secret ballot strike votes, eliminating the option to vote at union meetings following discussion; criminalize union threats and violence.
Such agreements can be incorporated into union contracts to require employees who are not union members to contribute to the costs of union representation. Unlike the right to work definition as a human right in international law , U.S. right-to-work laws do not aim to provide a general guarantee of employment to people seeking work but rather ...