The "good faith" bargaining obligation imposed by the NLRA
requires only that the union and the employer "bargain in good faith.
The American workplace has changed greatly since the NLRA
was first enacted in 1935.
Indeed, Tykeson asserts that the circumstances that prompted the passage of the NLRA
no longer exist, because "today's employers realize the advantages of fair pay and fair treatment, making heavily skewed pro-union laws less necessary.
4) Note: The NLRA
specifically exempts jobs classified directly as agriculture.
Thus, these statements are legal within the provisions of the NLRA
This latter finding is important when assessing proposed amendments to the NLRA
that would facilitate the card check process.
Many commonly held employment practices of non-union employers can constitute unfair labor practices under the NLRA
Non-supervisory employees are covered by the NLRA
whereas supervisors are not covered.
protections afforded to employee bloggers under the NLRA
Whether an individual qualifies as a "supervisor" now depends on three important factors, enumerated in [sections]152(11) of the NLRA
21) The Board found that the employer violated [section] 8(a)(5) of the NLRA
(employer's refusal to bargain in good faith with a union) because it unilaterally changed the contract without bargaining, and nowhere in the contract had the union waived its right to bargain over the uniform issue.
A: Section 7 of the NLRA
allows employees to "vent" about wages and working conditions.