One of the newest books from H. Sanford Rudnick & Associates.
Labor Relations Board's rules and regulations and Unions during elections and collective bargaining. Plus, the book has many other related topics.
In ruling on requests for a unit of skilled craftsmen and their helpers and apprentices to be severed from a broader unit, the Board is limited by a craft-unit proviso to Section 9 of the Act. (Craft-severance elections are discussed in more detail below.) You can view sample passages here.
The duty to bargain under the NLRB is a two-way street. An employer is obligated to bargain in good faith with a union representing a majority of the employees in an appropriate unit. And a majority union is obligated to bargain in good faith with the employer. But neither is required "to agree to a proposal" made by the other or to make "a concession." At the end of negotiations, a union cannot force an employer to accept its contract or any of its proposals. You can view sample passages here.
The rights of strikers: The Act's impact on strikes and picketing is two-sided. It makes certain types of strikes and picketing unlawfull. But it also extends protection to employees to engage in certain strikes, picketing, and other concerted activities. The degree of protection, if any, depends on what type of strike is involved- economic, unfair-labor-practice, protected, unprotected, or illegal.
You can view sample passages on Unfair-Labor-Practice Strikes here.
You can view sample passages on Economic Strikes here.
Unprotected Strikes - Participants in unprotected strikes are not protected against discharge by their employer. Included in such strikes are not only those that are unlawful but also some not specifically forbidden by law. The penalty for an unprotected strike falls directly on the strikers, since they lose their reinstatement rights.
Unprotected strikes under the rulings of the courts and the Board include the following samples: 1, 2, 3, 4, 5, 6.
Strike During Cooling-Off Period - In an effort to encourage the resolution of contract disputes through bargaining, the Act lays down some strict procedures that must be followed before a party to a contract may engage in a strike or lockout over an attempt to modify or terminate a contract.
Before modifying or terminating a contract, a party must take these steps: 1, 2, 3, 4, 5.
Strikes In Violation Of No-Strike Clauses - View sample passages 1 and2.
The Rules Governing Lockouts
A lockout is the term applied to an employer's action in temporarily closing his plant and laying off the workers during a labor dispute. It is often looked upon as the employer's counterpart of the union's strike weapon. And, like the strike, it is subject to some restrictions under the Act. View sample passages 1 and 2.
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