1. How does the NLRB determine if the bargaining unit proposed by the labor organization is appropriate? The statutory provisions in section 9(b) of the Taft-Hartley Act give to the National Labor Relations Board the power or the exclusive jurisdiction to determine the appropriate unit for collective bargaining purposes when such a decision is required in a representation case or an unfair labor practice case brought before it. In making the determination, the Board's discretion is subject
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Labor unrest in the RMG sector–reasons and remedies October 7, 2010 The prevailing worsening situation in readymade garment (RMG) sector is not good for country’s feeble economy. RMG sector accounts for 76% of our total annual foreign exchange earnings. Once, Jute was the only foreign exchange earning item. But the golden age of Jute is now over. At present, the RMG is our only dependable export item. The textile sector has emerged as a backward sector to this RMG sector. Spinning, weaving, Knitting;
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org/. Labor Market Institutions and Global Strategic Adaptation: Evidence from Lincoln Electric Jordan I. Siegel, Barbara Zepp Larson Harvard Business School, Harvard University, Boston, Massachusetts 02163 {jsiegel@hbs.edu, blarson@hbs.edu} A lthough one of the central questions in the global strategy field is how multinational firms successfully navigate multiple and often conflicting institutional environments, we know relatively little about the effect of conflicting labor market institutions
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Workplace bullying and union involvement Introduction Bullying is all around us. We’ve seen it on the school playgrounds as children all the way through to the companies which we are employed. I’m sure at some point in our lives we ourselves have fallen victim to bullying or have even the person doing the bullying. Unfortunately, bullying is an increasing problem within the organization. To date, there are approximately 54 million people out there who have been victims to workplace bullying;
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What had the greater impact on the rights of the trade unions 1865-1950; the federal government or the actions of workers? In 1865 there were little labour rights and even less trade union power, firstly looking at the four key aims of trade unions; the right to exist, the right to bargain collectively, the right to be recognised by both the government and the employers and finally the right to strike without losing their jobs. In 1865 there was no legal right to exist at all instead the government
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Task: How much power or influence do the labor and management sides have over workplace rules and organization? In a workplace the rules have to be fair for both employees and employers. Everyone wants to make money and be treated properly. It is my opinion that labor and management have a relatively fair and equal influence. Chapter 4 case study 4.1 asks about the Landrum-Griffin Act. The Landrum-Griffin Act Title I section speaks in regards to the equal rights of every member to nominate
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Employment-At-Will Doctrine Lemuel L. Jordan Dr. Diane Barrs Law, Ethics, and Corporate Governance 12 July 2012 Employment 1. Skills, competence, and abilities. Every employee needs to be well aware that he is accountable for his actions and decisions, and he can neither pass the buck nor pass the blame to someone else. Once this is clear the employer must work with the employee to assess and provide feedback on their skills and interests and select training and development activities
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Paper XXXXXXXX University of Phoenix XXXXXXX MGT/434 State vs. Federal Regulations Paper Employees are protected by many federal and state laws that regulate what an employer cannot and can do. Therefore, figuring out which employment laws apply to the workforce can present a challenge because they can come from federal and state sources. The laws that are applicable to each workforce sector for employee protections depends on many factors; the number of employees, the type of business it conducts
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Unions have a reputation of inspiring employee walk-outs, arbitrating grievances, and butting heads with employers. However, unions also possess positive qualities that a business may welcome. Unions have a wealth of knowledge in a variety of labor-related topics like labor laws. Further, unions typically understand the history of the laws, key rulings in court cases, and can quickly identify management errors. By listening, employers can both correct and create improved operating practices amongst
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Kapalko Legal 500: Law and Ethics in the Business Environment July 22, 2012 Employment at Will Doctrine At will employment is a doctrine of American law that defines an employment relationship in which either party can break the relationship with no liability, provided there was no express contract for a definite term governing the employment relationship and that the employer does not belong to a collective bargaining group (i.e., has not recognized a union). Under this legal
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