Happiest Union On Earth? Wolf Guarding The Hen House? Whose Law Is It Anyway? Oh no! Do Over? Slimming Down?
A Hail Mary? Roll It Back? Game Changer? Horton Reaches New Heights — U. Short-Lived Victory for Employers? Swan Song? Untangling the Web? Can I Get Your Digits? Whose Law is it Anyway? Getting Away With Murder? A Dancer With an Attitude? No Vacancy: U. Are Permanent Replacements Permanent Anymore? Confidentiality Guaranteed? The D. Better Late Than Never? When Will the Other Shoe Drop? Can Graduate Assistants Organize? Final nail in the coffin for quickie election rule?
Noel Canning Argument Set for Jan. The Hits Keep Coming: D. Third Circuit Follows D. An Extension of Noel Canning? Back to the Full Complement? Cease and Desist? Examples of employer conduct that violates the law: Threatening employees with loss of jobs or benefits if they join or vote for a union or engage in protected concerted activity. Threatening to close the plant if employees select a union to represent them.
Questioning employees about their union sympathies or activities in circumstances that tend to interfere with, restrain or coerce employees in the exercise of their rights under the Act. Promising benefits to employees to discourage their union support. Transferring, laying off, terminating, assigning employees more difficult work tasks, or otherwise punishing employees because they engaged in union or protected concerted activity.
Transferring, laying off, terminating, assigning employees more difficult work tasks, or otherwise punishing employees because they filed unfair labor practice charges or participated in an investigation conducted by NLRB. Examples of labor organization conduct that violates the law: Threats to employees that they will lose their jobs unless they support the union. Seeking the suspension, discharge or other punishment of an employee for not being a union member even if the employee has paid or offered to pay a lawful initiation fee and periodic fees thereafter.
Refusing to process a grievance because an employee has criticized union officials or because an employee is not a member of the union in states where union security clauses are not permitted. Fining employees who have validly resigned from the union for engaging in protected concerted activities following their resignation or for crossing an unlawful picket line.
Engaging in picket line misconduct, such as threatening, assaulting, or barring non-strikers from the employer's premises. Striking over issues unrelated to employment terms and conditions or coercively enmeshing neutrals into a labor dispute. What rules govern collective bargaining for a contract?
How is "good faith" bargaining determined? What are the rules about union dues? What about Right to Work states? It is, in fact, one of the most common obstacles in the union world. One study of union elections from found that a majority of new unions had not signed a first contract after a year, and a full quarter of them did not have a first contract after more than three years had elapsed.
That is the equivalent of busting a union. It should not be legal. Can anything be done about this? Employers would be required to begin negotiating within 10 days of receiving a request from a new union.
If no agreement is reached after 90 days of negotiation, the parties can request to enter a compulsory mediation process. If no first contract is reached after 30 more days of mediation, the parties would have a contract settlement through binding arbitration.
You form a union. You vote.
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