NLRA S.2(2): Definition of Employer: Statutory Exclusions - PowerPoint PPT Presentation

sandra_john
nlra s 2 2 definition of employer statutory exclusions l.
Skip this Video
Loading SlideShow in 5 Seconds..
NLRA S.2(2): Definition of Employer: Statutory Exclusions PowerPoint Presentation
Download Presentation
NLRA S.2(2): Definition of Employer: Statutory Exclusions

play fullscreen
1 / 14
Download Presentation
NLRA S.2(2): Definition of Employer: Statutory Exclusions
339 Views
Download Presentation

NLRA S.2(2): Definition of Employer: Statutory Exclusions

- - - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - - -
Presentation Transcript

  1. NLRA S.2(2): Definition of Employer:Statutory Exclusions • Federal Govt. or Govt. Corporation (U.S. Postal Service is Included) • State or Local Govt. or Political Sub. • Railway Labor Act Employers (Rail, Airlines, Fed Ex.) • Labor Organizations in Representative Capacity

  2. NLRA S. 2(2): Def. of Employer: Judicial Exclusions: • Firms with Close Relationship to Foreign Government • Foreign-Flagged Vessels with Foreign Crews • Parochial Schools [Catholic Bishops case]

  3. NLRA S. 2(3): Def. of Employee: Statutory Exclusions: • Ag Laborer [Holly Farms case] • Domestic • Employee of Parent or Spouse • Indpt. Contractor • Supervisor (S.2(11) [Health Care & Ret. Corp. & Kentucky River cases] • Employees of R.L.A. Employer

  4. NLRA S. 2(3): Def. of Employee: Judicial Exclusions: • Managerial Employees [NLRB v. Textron case, Yeshiva case] • Confidential Employees [Hendricks Cty. Rural Elec. Coop. & Meenan Oil Cases]

  5. Union Representation Rights • Voluntary Recognition -- Authorization Cards; S. 8(a)(2) concerns • Consent Election -- Expedited Process • Formal Election -- Formal Hearings on Issues • Bargaining Order Remedy for Unfair Labor Practice [Kinney Drugs case]

  6. Bargaining Unit Determination Issues • Craft vs. Industrial Unit • Industrial Preferred • Craft -- Skilled Trades & Construction Industry • Single vs. Multi Employer Unit • Single Employer Preferred • Single vs. Multi Plant Unit • Single Plant Preferred • Utilities and Transportation Industry: System-Wide Unit

  7. Bargaining Unit Determination: Statutory Provisions • S.9(b)(1): Professionals included with non-professional only if majority of professionals agree • S.9(b)(2): Can’t refuse to sever craft unit because of inclusion in prior unit, unless majority craft employees vote against separate unit • S.9(b)(3): Can’t include guards with other employees; union for guards only • S.9(c)(5): extent of union organizing can’t be controlling factor in bargaining unitdetermination

  8. Bargaining Unit Determination: Community of Interest • working conditions, wages, hours, nature of duties, skills, training or qualifications • geographical and physical proximity • history of prior bargaining • similarity of employer administrative units • functional integration, frequency of interchange • desires of employees

  9. Bargaining Unit Determination: Health Care Institutions • NLRB Approach [Am. Hosp. Assoc. v. NLRB] • physicians • registered nurses • other professionals • medical technicians • skilled maintenance workers • clerical workers • guards • other non-professionals • No Unit < 6 employees • Prior Units or Smaller units -- use Community of Interest

  10. Craft Unit Severance[Mallinckrodt Chemical Works Case] • non-repetitive functions, functionally-distinct department • history of collective bargaining: with the employer, within the industry • maintained separate identity despite inclusion in larger unit • degree of integration of employer production process • qualifications of union and experience in representing craft workers

  11. UNFAIR LABOR PRACTICES • S. 7: Protected Activity • All employees under the NLRA, whether unionized or not • Protected Activity Requirement: • concerted • for mutual aid & protection • NLRB v. City Disposal Systems

  12. UNFAIR LABOR PRACTICES by EMPLOYERS • S. 8(a)(1) -- interference, coercion or restraint of employees’ S.7 rights • S. 8(a)(2) -- domination or support of labor organization • S. 8(a)(3) -- discrimination in terms or conditions of employment to encourage/discourage union membership • S. 8(a)(4) -- reprisals • S. 8(a)(5) -- failure to bargain in good faith

  13. UNFAIR LABOR PRACTICES by UNIONS • S. 8(b)(1) -- interference, coercion or restraint of employees’ S.7 rights • S. 8(b)(2) -- getting employer to discriminate in t & c of employment to encourage/discourage union membership • S.8(b)(4) -- secondary picketing • S. 8(b)(7) -- recognitional picketing • S.8(e) -- hot cargo clause

  14. DUTY TO BARGAIN IN GOOD FAITH • S. 9(a) -- if union has majority support, it is exclusive bargaining agent • S. 8(d) -- must bargain over wages, hours, and other terms and conditions of employment • Scope of bargaining: mandatory, permissive and illegal subjects • Duration of Duty to Bargain • Remedies for Breach of Duty to Bargain