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Drake And Keeler Case Summary

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Because Drake and Keeler leader meets the quality for coverage under the LMRA by partaking in interstate commerce, the particular worker right protected by section 7 of the LMRA is that they have been wrongfully discharged because they have protection and concerted activities. In this case Drake and Keeler could be protected by The Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA) which protect employees from being discriminated against(Martin II,Kitchen,Wheeler, & Upson,2017,p.1064).
Section 7. protects the rights of staff to self organization, to form, join, or assist labor organizations to bargain collectively through illustration of their own selecting and to interact in concerted activities for the aim of negotiation or different logistic assistance or protection and shall even have the right to refrain from any or all of such activities aside from activities that are expressly enclosed within the union agreement(Andrias,2016,p.14). Currently both Drake and Keeler had claimed that it absolutely was too cold and drafty at their workstations close to the open overhead door however the supervisor refused to shut the overhead door as a result of different staff wanting to leave it …show more content…
it's an unfair labor practice by the leader for an leader to interfere with, restrain, or obligate workers within the exercise of the rights secure in section 157. Section 8 specifically disallows the discharge, constructive discharge, suspension, layoff, fail to recall from closedown, demote, discipline, or take any adverse action against the worker as a result of their protected concerted activities. Since the action of Drake and Keeler could be a protected concerted activity, it's protected under Section 7 and also the action of the leader is disallowed under Section 8. Section 7 of NLRA guarantees workers the rights of Drake and Keeler, and Section 8 makes the action of discharging Drake and Keeler an unfair labor

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