Labor Relations, Essay Example
Labor Relations”, Budd, J., 2012: Pool Questions
2. Beck’s Rights
The Beck decision was made based on a case related to unfair treatment and the obligations of unions. Union memberships were clarified and the rights of fee-paying members. The rights assign the bargaining power to unit employees. Unions today have to notify members of their Beck Rights.
3. Wright Line test
The case of Emerson Electric Company v. NLRB, the court ruled that the discharge of the employee was not based on anti-union considerations. If, however, the anti-union motivation is present, the employer needs to present a case for defense. The test is designed to determine whether there was a legitimate reason behind the discharge of the union member or it was based on their activity within the organization.
4. National Labor Relations Act (NLRA), formerly The Wagner Act (1935): What it is?
The act introduced in 1935 is designed to protect employees’ bargaining power and rights. It regulates certain private sector practices in order to maintain the welfare of workers. It is also addressing the inequality of bargaining power between large corporations and individual employees. Policies were introduced in order to prevent discrimination based on exercising employee rights.
5. National Labor Relations Board (NLRB): Why it exists?
The National Labor Relations Board is an agency created to protect the legislative rights of employees, employers and unions. The board conducts elections, investigates cases and rules in individual debates, while enforcing orders.
6. Norris-LaGuardia Act (1935)
The Act is designed to remove barriers in front of organized labor activities. Orders to prevent strikes and industrial actions were barred, while the rights of workers to “full freedom of association” was strengthened. The Act was triggered by the “Great Depression” when public opinion demanded more power for employees.
7. Taft-Hartley Act (1947)
Also known as the “Labor Management Relations Act”, or, according to President Truman, the “slave-labor bill”. Jurisdictional strikes and secondary boycotts were forbidden. Some employees were made exempt from bargaining with unions, unless they wanted to involve them. The political campaign participation of unions was also forbidden. This was a result of the increased power and bargaining activity of unions, while neither employees nor employers benefited from the outcome.
8. Landrum-Griffin Act (1959)
As a response to the increased activity of unions in the United States, the investigation between organized crime and unions was started. Federal penalties were issued for the misuse of union funds. Further, unions preventing members from exercising their rights were fined. Further, ethical guidelines and policies were introduced for unions.
9. Civil Service Reform Act (1978)
Replacing the Pendleton Civil Service Reform Act in 1883, the regulation highlighted some new issues on the civil service job market. The control and regulation of federal human resources was established. The act also oversees the rights of federal employees regarding union membership, collective bargaining among others. It is enforced by the Office of Labor-Management Standards within the U.S. Department of Labor.
10. Federal Mediation and Conciliation Service (FMCS)
The agency is regulating and overseeing several federal employee rights. Among many, it has a regulated dispute resolution process design, outlined by federal legislation. The service offers workplace, grievance meditation. Further, it is involved in public policy development, enforcement, rule making and facilitating discussions between parties, organizations related to proposed or future initiatives.
Budd, J. (2010) Labor Relations: Striking a Balance. 3rd Edition. McGraw-Hill/Irwin
Time is precious
don’t waste it!