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Human Resource Management 15th Edition by Robert Mathis,John Jackson,Sean Valentine ,Patricia Meglich
Edition 15ISBN: 978-1305500709Human Resource Management 15th Edition by Robert Mathis,John Jackson,Sean Valentine ,Patricia Meglich
Edition 15ISBN: 978-1305500709 Exercise 1
Unfair Labor Practices
Specific actions taken by employers and unions have been designated as illegal by various labor laws. These unfair labor practices (ULPs) typically work at cross-purposes to workers' interests for fair treatment and representation.
To protect union rights, the Wagner Act prohibited employers from committing unfair labor practices. Several of those practices were identified as follows:
• Interfering with, restraining, or coercing employees in the exercise of their right to organize or to bargain collectively
• Dominating or interfering with the formation or administration of any labor organization
• Encouraging or discouraging membership in any labor organization by discriminating with regard to hiring, tenure, or conditions of employment
• Discharging or otherwise discriminating against an employee because the employee filed charges or gave testimony under the act
• Refusing to bargain collectively with representatives of the employees
To protect workers and companies from inappropriate labor union actions, the Taft-Hartley Act prohibited the following unfair labor practices:
• Refusing to engage in good-faith negotiations with employers
• Engaging in activities that might cause employers to discriminate against employees because of their union or nonunion status
• Coercing or discriminating against members
• Charging members excessive membership fees
• Failing to adequately represent all those covered by a collective bargaining agreement
• Engaging in secondary boycotts with neutral parties if the company and union are in a labor dispute
Unions, companies, and employees can file a ULP charge with the NLRB depending upon the issue at hand. The NLRB investigates and resolves these charges. Over the past decade, the NLRB has handled an average of 22,000 complaints each year. Less than 10% typically result in a formal complaint being issued against the alleged wrongdoer. Answer the following questions after reading the previous section on ULPs:
What should companies do to reduce the chance of ULPs? Who should receive training regarding these labor issues?
Specific actions taken by employers and unions have been designated as illegal by various labor laws. These unfair labor practices (ULPs) typically work at cross-purposes to workers' interests for fair treatment and representation.
To protect union rights, the Wagner Act prohibited employers from committing unfair labor practices. Several of those practices were identified as follows:
• Interfering with, restraining, or coercing employees in the exercise of their right to organize or to bargain collectively
• Dominating or interfering with the formation or administration of any labor organization
• Encouraging or discouraging membership in any labor organization by discriminating with regard to hiring, tenure, or conditions of employment
• Discharging or otherwise discriminating against an employee because the employee filed charges or gave testimony under the act
• Refusing to bargain collectively with representatives of the employees
To protect workers and companies from inappropriate labor union actions, the Taft-Hartley Act prohibited the following unfair labor practices:
• Refusing to engage in good-faith negotiations with employers
• Engaging in activities that might cause employers to discriminate against employees because of their union or nonunion status
• Coercing or discriminating against members
• Charging members excessive membership fees
• Failing to adequately represent all those covered by a collective bargaining agreement
• Engaging in secondary boycotts with neutral parties if the company and union are in a labor dispute
Unions, companies, and employees can file a ULP charge with the NLRB depending upon the issue at hand. The NLRB investigates and resolves these charges. Over the past decade, the NLRB has handled an average of 22,000 complaints each year. Less than 10% typically result in a formal complaint being issued against the alleged wrongdoer. Answer the following questions after reading the previous section on ULPs:
What should companies do to reduce the chance of ULPs? Who should receive training regarding these labor issues?
Explanation
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Labors and their unions is the core to a...
Human Resource Management 15th Edition by Robert Mathis,John Jackson,Sean Valentine ,Patricia Meglich
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