Labor Relations

No, I do not believe an employer is required to have a bulletin board. My company does not have a bulletin board; with the use of technology such as email and intranet websites, a traditional bulletin board is not needed.

The act also created the National Labor Relations Board (NLBR) which monitors the collective bargaining process. It’s made up of five members, who run offices all over the United States.

A news release on the NLRB website demonstrates a real life example of a potential violation of the NLRA. The news release describes how well known aircraft manufacturer, the Boeing Company has decided to establish a second non-union production line for its 787 Dreamliner airplanes. This normally wouldn’t be an issue but the company’s main production line is in a union facility. Boeing stated that the reason they decided to use the non-union plant was because

The National Labor Relations Act (NLRA), also known as the Wagner Act, was enacted in Congress in 1935 and became one of the most important legacies of the New Deal. Prior to the passage of the NLRA, employers had been free to spy on, interrogate, discipline, discharge, and blacklist union members. Reversing years of federal opposition, the statute guaranteed the right of employees to organize labor unions, to engage in collective bargaining, and to take part in strikes. The act also created a National Labor Relations Board (NLRB) to arbitrate deadlocked labor-management disputes, guarantee democratic union elections, and penalize unfair labor practices by employers. The law applied to all employees involved in the interstate

29 U.S.C. §§ 151-169 (2015). The NLRA enables workers to engage in concerted action free from employer coercion, retaliation, and to bargain collectively with their employer. Id. See also Richard B. Freeman, What Can We Learn from the NLRA to Create Labor Law for the Twenty-First Century? 26 ABA J. LAB. & EMP. L. 327, 327 (2010). Freeman notes that “[t]he NLRA intended to replace the costly organizational fights that historically marred U.S. labor relations with a ‘laboratory conditions’ electoral process . . . .” Id. It also was meant to bolster the economy, facilitate labor peace, and create more jobs. Id.

With a shortage of nurses, the care and safety of patients may become compromised. The nurses themselves may be having feelings of dissatisfaction, overwhelm and distress. Nurses who may become overwhelmed with the high number of patients may become frustrated and burnt out. And inadequate staff of nurses may lead to a negative impact on the patient’s outcome. The quality of care the patients may receive in facilities with low staffing may be poor.

Of the many laws and regulations that affect labor relations in the United States, few have had a greater impact than the National Labor Relations Act (NLRA). This law, passed in 1935, was designed to protect the rights of both employers and employees, while also discouraging certain workplace practices. But what did this law actually do, and how does it affect your company today? Our workforce specialists at Industrial Relations Consultants have your answers.

NLRA was considered to be the law that affected the relationship among the federal government and private enterprise; this measure considerably increased the government’s powers to arbitrate in labor relations. Prior to this law, employers had the emancipation to chastise, spy on, question for no reason and fire union members. Work stoppages commenced in the mid 1930’s (Gould, 1986), which included striking by factory and industrial occupational workers. By the time the strikes came to a halt, America had a more conservative Congress. This Congress led to balance the power between employers and unions. While the Wagner Act addressed only unfair labor practices by employers, it was added to the enactment of

The national healthcare workers are striking because not only are they not being paid enough and not being provided with basic necessities like running water to perform their job efficiently, they’re also not being protected properly. One of the strike leaders, Dr. Evenst, says that it is not uncommon for a person to come in with a gun threatening to shoot if the professionals did not treat them. The healthcare system sent their requests for better conditions to parliament, the president, and every major branch they thought could help but to no avail. This result seems to be related to the tumultuous state of the government after the fraud riddled election in 2015, nevertheless the healthcare workers went on strike.

In recent years, the healthcare industry has seen a significant decline in the quality of patient care it provides. This has been the result of reduced staffing levels, overworked nurses, and an extremely high nurse to patient ratio. The importance of nurse staffing in hospital settings is an issue of great controversy. Too much staff results in costs that are too great for the facility to bear, but too little staffing results in patient care that is greatly hindered. Moreover, the shaky economy has led to widespread budget cuts; this, combined with the financial pressures associated with Medicare and private insurance companies have forced facilities to make due with fewer

For the social injustice of labor laws, the government in the U.S. and in other countries should have gotten involved earlier. Labor laws are there to make sure the boss to employee ratio works cohesively. Also, labor laws work with unions to establish rules and regulations. For example, there are a certain amount of hours the employee can work, needs to be a good work environment, must be a certain age to work, etc. Therefore, the government should have gotten involved earlier to stop the unfair treatment and to set and enforce guidelines.

Due to issues in the past with labor relations, unions were started by employees to help employees and management to work out the differences. These unions helped workers work out issues with management regarding employment conditions, pay, and safety issues, along with the employee’s rights. Because of issues in the past, the National Labor Relations Act (NLRA) was created (Youssef, 2013). Thanks to the National Labor Relations Act, many issues were addressed in the past that concerned employees. This is where Human Resource managers had to work hard towards preserving the reliability of the organization. No one wants to work in any job that might cause him or her harm or never offer a raise or advancement in the company. This area also helped women to advance in careers. Unfortunately, many women were discriminated against or passed over in many jobs in the past. In today’s world, some women take it for granted that they should get whatever they want because if they did not, then they would file complaints against the company. For example, in a call center I worked for we had a causal dress code. Several younger women wanted to push it to be able to wear shorter shorts, tank tops or spaghetti strap tops during the summer. When they were denied their request, they contacted the corporate office and claimed that they were being discriminated against. Personnel from human resource to the legal departments interviewed everyone in our office. At this time, I

In the U.S. labor relations, a group of employees who desire to bargain collectively rather than individually, are those who typically form a union (Dooley, 1957). This demonstrates to the employer that the majority of its employees support the union and the organizing process begins. First, employees cannot form a union without abiding by certain basic procedural steps and legal standards that are required. Decisions to vote against or for a union are based on factors such as satisfaction with their job, beliefs of the effectiveness of the union, and the culture or social environment in which the employee works. Next, when an employer exerts undue punishment to an employee who the employer suspects as being an illegal alien, this may be poor public policy. From a legal perspective, a recent federal court case, Singh v. Jutla & C.D. & R. Oil, Inc., 214 F. Supp. 2d 1056 (N.D. Cal. 2002) spoke to this issue. In this case, when the plaintiff Singh filed a wage claim under the Fair Labor Standards Act (FLSA), the employer fired him and reported him to INS as an illegal alien (Labor Law, 1969). Likewise, the union certification process which was established by the National Labor Relations Act (NLRA) in 1935 was a victory for workers waning union representation upon its initial implementation. Workers could petition the National Labor Relations Board (NLRB) for a determination made democratically of whether a majority of workers favored unionization (Labor Law, 1969). This effort

The National Labor Relations Act was enacted by congress in 1935 in order to define and defend the rights of the employment relationship. The act allows employees of a company the right to form a union and have the union organization represent them through collective bargaining. Collective bargaining is the process of negotiation between both parties; Union representatives and a corporation, with the purpose of reaching an agreement for the best interests of employees and the corporation. In the negotiation process the attempt is to establish primary factors of importance which are advantages the union fights for and ultimately provide for its stakeholders that would otherwise not have

Labour relations refers to the relations between employee and employers. They are affected by certain factors, including the labor market, collective bargaining, labor organization, government policies, economy conditions, labor law and technological change. Since industrial relations are frequently associated with unions, it is important that in Canada, until the 1970s, a larger piece of unions and union individuals had a place with American-based specialty and mechanical unions. The incidences of the strike have raised a lot in North American labor relations. The latest one is Ontario college teacher’s strike which was the longest college strike in Ontario history.