Primer of Labor Relations: A Guide to Employer-employee ConductBureau of National Affairs, 1961 - 91 pages |
Common terms and phrases
1959 amendments 29 LRRM 30 LRRM 33 LRRM 42 LRRM agency agreement appropriate unit ARBITRATION REPORTS back pay bargaining agent bargaining unit certification charges clause collective bargaining contract conduct contract-bar craft decertification decision determining discharge discriminate employ enforce established federal courts filed forcing an employer grievances held hired industry injunction issued join the union jurisdiction labor dispute labor organization Labor Relations Act Labor Relations Board Landrum-Griffin Act limited lockout majority Mediation ment National Labor Relations negotiations neutral employer NLRB Norris-LaGuardia Act organizational parties payments persons petition plant ployees procedures protection purpose Railway Labor Act Recognition picketing reinstatement representative right-to-work laws rules secondary boycott Secretary of Labor settlement specific statute supervisor Supreme Court Taft-Hartley Act tion trusteeship unfair labor practice union activities union members union officers union security union-shop unlawful interference usually violation vote wages workers
Popular passages
Page 1 - It shall be an unfair labor practice for an employer — (1) To interfere with, restrain, or coerce employees in the exercise of the rights guaranteed in section 7. (2) To dominate or interfere with the formation or administration of any labor organization or contribute financial or other support to it...
Page 33 - For the purposes of this section, to bargain collectively is the performance of the mutual obligation of the employer and the representative of the employees to meet at reasonable times and confer in good faith with respect to wages, hours, and other terms and conditions of employment...
Page 1 - ... (4) to discharge or otherwise discriminate against an employee because he has filed charges or given testimony under this Act; (5) to refuse to bargain collectively with the representatives of his employees, subject to the provisions of section 9(a).
Page 40 - Iowa, Kansas, Louisiana, Mississippi, Nebraska, Nevada, North Carolina, North Dakota, South Carolina, South Dakota, Tennessee, Texas, Utah, Virginia, and Wyoming.
Page 88 - This section makes it an unfair labor practice for a union "to restrain or coerce employees in the exercise of the rights guaranteed in section 157 of this title".
Page 32 - Act (Act), which makes it an unfair labor practice for a union 'to restrain or coerce ... an employer in the selection of his representatives for the purposes of collective bargaining or the adjustment of grievances.
Page 33 - ... the performance of the mutual obligation of the employer and the representative of the employees to meet at reasonable times and confer in good faith with respect to wages, hours, and other terms and conditions of employment, or the negotiation of an agreement, or any question arising thereunder, and the execution of a written contract incorporating any agreement reached if requested by either party, but such obligation does not compel either party to agree to a proposal or require the making...
Page 24 - In such unit; or (2) decide that any craft unit Is Inappropriate for such purposes on the ground that a different unit has been established by a prior Board determination, unless a majority of the employees in the proposed craft unit vote against separate representation...
Page 68 - ... (6) with respect to money or other thing of value paid by any employer to a trust fund established by such representative for the purpose of pooled vacation, holiday, severance or similar benefits, or defraying costs of apprenticeship or other training programs: Provided, That the requirements of clause (B) of the proviso to clause (5) of this subsection shall apply to such trust funds.
Page 42 - Act, as amended, be further amended (sec. 8(b) (1) (B) to make it an unfair labor practice for a union or its agents to restrain or coerce...