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The NLRB has the authority to investigate and remedy unfair labor practices, which are defined in Section 8 of the Act. In broad terms, the NLRB makes it unlawful for an employer to: [3] interfere with two or more employees acting in concert to protect rights provided for in the Act, whether or not a union exists;
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 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 ...
Other approaches he suggests include amending a Section 8(a)(3) complaint (made to the NLRB when an employee is discharged for engaging in protected union activity, a fairly common occurrence in NLRB representation elections [16]) to establish the fact of members-only unionization and to force the employer to bargain. [17]
Lechmere, Inc. v. National Labor Relations Board, 502 U.S. 527 (1992), is a US labor law case of the Supreme Court of the United States on union rights and private property rights. It forbids nonemployee union organizers from soliciting support on private property unless no reasonable alternatives exist.
The National Labor Relations Board, an agency within the United States government, ... in violation of NLRA section 8(a)(2) or USC section 158. ...
The NLRB complaint, issued on Thursday, accuses the iPhone maker of maintaining unlawful work rules around the acceptable uses of Slack, illegally firing an employee who advocated for workplace ...
These Republicans were outraged by the NLRB's captive audience rulings. [29] When Congress enacted the Taft-Hartley Act in 1947, Section 8(c) specifically allowed captive audience meetings so long as the employer made no threat of reprisal, threat of force, or promised any benefits during the meeting. [30]
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