Search results
Results from the WOW.Com Content Network
Chapter Five engages in a Plain-Meaning-Rule construction of the language of Section 7(a) and the NLRA. Morris examines Section 7, Section 8(a)(1), Section 9(a), and Section 8(a)(5) of the NLRB for their plain meaning, and concludes they guarantee the right of all employees to bargain collectively, whether before or after majority-union ...
The General Counsel of the National Labor Relations Board give legal advice. Sections 4 (29 U.S.C. § 154) and 5 (29 U.S.C. § 155) set out provisions on the officers of the Board and their expenses. Section 6 (29 U.S.C. § 156) empowers the Board to issue rules interpreting the labor legislation. This will generally be binding, unless a court ...
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 National Labor Relations Board (NLRB) agreed with the striking employees and found that Erie Resistor had violated Section 8(a)(3) of the NLRA. Erie Resistor appealed the decision to the Court of Appeals, which ruled in favor of the company and held that the policy served a legitimate business purpose.
The General Counsel followed with another complaint on May 29, 2008, and filed for summary judgment with the Board. In late September 2008, the Board found New Process Steel to have violated Sections 8(a)(1) and (5) of the NLRA in both cases. [7] [8]
The majority noted that NLRA Section 8(a)(3) contains two provisions which clearly permit agency fee agreements. [83] For the majority, "The statutory question presented in this case, then, is whether this 'financial core' includes the obligation to support union activities beyond those germane to collective bargaining, contract administration ...
John N. Raudabaugh analyzed §2(5) and said it was clear this was a labor organization, unless the legislation was changed. On §8(a)(2) he said that the NLRA 1935 was passed on the theory of an adversarial, rather than a cooperative collective labor relations model. The cooperative view was fully taken into account and rejected.
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.