4 edition of NLRB remedies for unfair labor practices found in the catalog.
by Industrial Research Unit, Wharton School, University of Pennsylvania in Philadelphia, Pa., U.S.A
Written in English
|Statement||by J. Freedley Hunsicker, Jr., Jonathan A. Kane, and Peter D. Walther, Jr.|
|Series||Labor relations and public policy series,, no. 12|
|Contributions||Kane, Jonathan A., Walther, Peter D., 1928-, McDowell, Douglas S.|
|LC Classifications||KF3372 .H86 1986|
|The Physical Object|
|Pagination||xii, 266 p. ;|
|Number of Pages||266|
|LC Control Number||85081954|
Section 10(b) of the National Labor Relations Act requires that unfair practice charges must be filed: within six months of the occurrence of the alleged unfair practice.-after a year of the occurrence of the alleged unfair practice.-according to the convenience of the aggrieved person. In other words, upon finding that an employer has committed an unfair labor practice, the NLRB will order the employer to cease and desist from the unfair labor practice and to take affirmative action to remedy the violation. The most common remedies are back pay and reinstatement for those who have been wrongfully terminated.
In HTH Corp. (Pacific Beach Hotel), the National Labor Relations Board (NLRB) affirmed the findings of an administrative law judge (ALJ) that the employer engaged in a series of pervasive and egregious unfair labor practices (ULP).The NLRB sua sponte imposed unprecedented remedies and enforcement measures. The NLRB also found that it could award front pay in lieu of reinstatement but declined. While the NLRB's discovery policy has been criticized, the Board's position that § 6 of the NLRA, 29 U.S.C. , commits the formulation of discovery practice to its discretion has generally been sustained by the lower courts. 16 A profound alteration in the Board's trial strategy in unfair labor practice cases would thus be effectuated if the.
Michael VanDervort, executive director with CUE Inc. in Clayton, Ga., cautioned that the NLRB sometimes will ask for an employer’s handbook, even when it is not part of an unfair labor practices. Unfair Labor Practice What is an Unfair Labor Practice (ULP)? The Federal Service Labor-Management Relations Statute (the Statute) protects federal employees’ rights to organize, bargain collectively, and participate in labor organizations of their choosing – and to refrain from doing so.
Bridge across Missouri River, Yankton, S. Dak.
Label requirements for boatbuilders
The national atlas of the United States
Notes on Irish legal history.
Common vertebrate species of Sanjay Gandhi National Park, Borivali, Mumbai
Control with stochastic stopping time.
Guided Optical Structures in the Military Environment.
Hopebook & 10 Toy
Neil master plan for the Sunday Times.
Testament of love
My do and learn book
GLOBAL PRODUCTION SYSTEMS AND THIRD WORLD DEVELOPMENT
Miners and travelers guide to Oregon, Washington, Idaho, Montana, Wyoming, and Colorado, via the Missouri and Columbia rivers
Nlrb Remedies for Unfair Labor Practices (Labor Relations and Public Policy Series) [J. Freedley, Jr. Hunsicker, Jonathan Kane, Peter D., Jr. Walther] on *FREE* shipping on qualifying offers. Unfair Labor Practice Cases.
Disposition of Unfair Labor Practice Cases Injunction Litigation. List of 10(j) Cases; 10 Year Record of 10(j) Activity Intake. Recent Filings; Unfair Labor Practice Charges Filed Each Year Litigation. Unfair Labor Practice Litigation; Appellate Court Litigation Remedies Achieved.
Monetary Remedies. NLRB Remedies for Unfair Labor Practices (Labor Relations and Public Policy Series Report) [McDowell, Douglas S., Huhn, Kenneth C.] on *FREE* shipping on qualifying offers.
NLRB Remedies for Unfair Labor Practices (Labor Relations and Public Policy Series Report)Cited by: 1. The previous chapter discussed extraordinary NLRB remedies used when violators engage in flagrant unfair labor practices or advance frivolous defenses in Board proceedings.
The focus of this chapter is on court proceedings and sanctions, provided by the National Labor Relations Act, to supplement the Board’s remedial powers.
Additional Physical Format: Online version: Hunsicker, J. Freedley. NLRB remedies for unfair labor practices. Philadelphia, Pa., U.S.A.: Industrial Research Unit. Additional Physical Format: Online version: McDowell, Douglas S. NLRB remedies for unfair labor practices. Philadelphia: Industrial Research Unit, Wharton School, University of Pennsylvania, © Professional Pointer: In recent years, the NLRB has expanded its definition of "remedial" in fashioning remedies for unfair labor practices.
Given the aggressive interpretations in this area, the decision in Enterprise Leasing is a pointed reminder that the remedies for unfair labor practices can be. Home > NLRB > Remedies for Unfair Labor Practices: The NLRB’s Equivalent of a “Red Card” Remedies for Unfair Labor Practices: The NLRB’s Equivalent of a “Red Card” By Nelson Cary on Novem Posted in NLRB.
In soccer, as you MLS and Premier League fans know, a red card is issued for particularly egregious fouls. It is an unfair labor practice for either party to refuse to bargain collectively with the other, but parties are not compelled to reach agreement or make concessions.
If after sufficient good faith efforts, no agreement can be reached, the employer may declare impasse, and then implement the last offer presented to the union. Employers found by the National Labor Relations Board (NLRB) to have violated the National Labor Relations Act (NLRA) can be subject to penalties.
Portions of the NLRA that spell out violations, and result in unfair labor-practice charges, include. Employers Interfering with the Organization of Unions.
Section 8 (a)(1) restricts employers from interfering with, coercing or restraining any. Charges alleging Unfair Labor Practices are filed by individuals, unions or employers at NLRB regional offices, prompting an investigation by regional field examiners and attorneys.
More than half of all charges are withdrawn or dismissed. In cases where an investigation finds probable merit, the majority settle by agreements between the parties. REMEDIES FOR UNFAIR LABOUR PRACTICE FINDINGS Compensation and other remedies for an employer’s unfair actions Dawn Norton Standard remedies set out in the Labour Relations Act 66 of (the LRA) upon a finding that an employer has committed an unfair labour practice (“ULP”) includes reinstatement, re-employment or Size: 39KB.
Electronic books: Additional Physical Format: Print version: McDowell, Douglas S. NLRB remedies for unfair labor practices. Philadelphia: Industrial Research Unit, Wharton School, University of Pennsylvania, © (DLC) (OCoLC) Material Type: Document, Internet resource: Document Type: Internet Resource, Computer File.
The Labor-Management Relations Act, also known as the Taft-Hartley Act, imposed restrictions on the power of labor unions. It made changes to union election rules and outlined and provided remedies for six unfair practices by labor unions (see box below).
The Labor Management Reporting and Disclosure Act, or Landrum-Griffin Act, was. The NLRB receives ab to 30, charges per year from employees, unions and employers covering a range of unfair labor practices described in Section 8 of the Act.
Each charge is investigated by Board agents who gather evidence and may take affidavits from parties and witnesses. Permissive subjects include, for example, adding supervisors or agricultural workers to a bargaining unit, displaying the union label, or settling unfair labor practice charges.
Insist to impasse on an illegal subject of bargaining, or include an illegal clause in a collective-bargaining agreement. Monetary Remedies In cases where employees are illegally fired for protected activity, the General Counsel often seeks backpay for the period of unemployment, as.
$75 for Members / $95 Future Members$20 discount per webinar if you register for the entire HR Investigations Webinar National Labor Relations Board (NLRB) is on the move, investigating unionized employers; employers who are the subject of union-organizing attempts; and non-union work situations where unions are not even involved.
Every employer – unionized and non-union – with. Discipline a member for filing unfair labor practice charges. Discipline a member for refusing to engage in unlawful or unprotected activity. Fine a member for filing a decertification petition. Discipline a member for testifying against other members in a grievance meeting or an arbitration proceeding.
Fine employees who are no longer members. This book is the 12th in a series of monographs that examine various issues and controversial areas involving collective bargaining and the regulation of labor-management disputes.
This volume deals with National Labor Relations Board (NLRB) policy. In particular, it describes and analyzes various NLRB-ordered remedies and discusses many of the criticisms that have been directed at the board's Author: Douglas S.
McDowell, Kenneth C. Huhn. NLRB Remedies for Unfair Labor Practices Douglas S. McDowell and Kenneth C. Huhn. pages | 6 x 9 Ebook | ISBN | Buy from De Gruyter $ | € | £ This book is available under special arrangement from our European publishing partner De Gruyter.
An Anniversary Collection volume.(c) and (a)(3), and Truserv Corp., NLRB No. 23 (). Settlement agreements should provide for posting of a notice to employees or union members that reassures employees or employees and members of their rights under Section 7 and that outlines the action taken in connection with the settlement.NLRB remedies for unfair labor practices / Author: by Douglas S.
McDowell and Kenneth C. Huhn, with the assistance of Kevin S. McGuiness and Peter A. Janus. --Publication info: Philadelphia: Industrial Research Unit, Wharton School, University of Pennsylvania, c Format: Book.