Sunday, March 17, 2019

Labor Law Cases and Materials Essays -- employee union, national labor,

1.In the movement Lechmere, Inc. v. National Labor relations Board, 502 U.S. 527 (1992), Lechmere was a large retail store located in a plaza that also contained several smaller satellite stores. In this case the union filed an unfair labor practice against Lechmere for violating Section 7 of the NLRA for non allowing its non-employee organizers to distribute belles-lettres on the companies parking lot. There was not qualified area for on public property for these organizers to be able to intercommunicate with employees. In this case the NLRB ruled in favor of the union stating that The in force(p) to distribute is not absolute, but must be accommodated to the circumstances, where it is impossible or unreasonably difficult for a union to distribute organizational literature to employees entirely off the employers premises, distribution on a nonworking area, such as the parking lot and the walkways between the parking lot and the gate, whitethorn be warranted.In the case of Rep ublic Aviation Corp. v. NLRB, 324 U.S. 793 (1945), the employer fired foursome employees in total for violating the companys policy stating, Soliciting of any eccentric cannot be permitted in the factory or offices. One employee was soliciting union social status in the plant by passing out application tease to employees on his own time during lunch, and three other employees were discharged for have on UAW-CIO union steward buttons in the plant after being pass to remove them. The NLRB ruled in favor of these employees having the reinstated and had the company remove its no solicitation rule because it violated Section 8(1) of the NLRA. You can see by these two cases that there is a difference between employee and non-employee union organizers. The main difference being in where they ... ...intention of entering in to a embodied hatfuling agreement. Section 8(d) of the National Labor Relations Act states that to bargain collectively is the performance of the mutual obligat ion of the employer and the representative of the employees to meet at reasonable times and confer in good faith with regard as to wages, hours, and other terms and conditions of employment, or the negotiation of an agreement, or any chief arising there under, and the execution of a written contract incorporating any agreement reached if requested by either party, but such obligation does not compel either party to agree to a proposal or require the making of a concession (Cox, Box, Gorman, Finkin, 2011). Works CitedCox, A., Bok, D. C., Gorman, R. A., & Finkin, M. W. (2011). Labor justice cases and materials. (5th ed.). New York, NY Thompson Reuters/Foundation Press.

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