The National Labor Relations Board: Recent Trends and Their Implications : Hearing Before the Subcommittee on Employer-Employee Relations of the Committee on Education and the Workforce, House of Representatives, One Hundred Sixth Congress, Second Session, Hearing Held in Washington, DC, September 19, 2000, Volume 4
United States. Congress. House. Committee on Education and the Workforce. Subcommittee on Employer-Employee Relations
U.S. Government Printing Office, 2000 - 158 pages
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6th Cir AFL-CIO agency agreement American Staffing Association Andrews attorneys backpay Ballenger bargaining unit blocking charge Board members Board's decision Boston Medical Center card check Chairman Boehner Chairman Truesdale Clinton Cohen collective bargaining conduct CONGRES CONGRESS THE LIBRARY Coppess Counsel court determined court found Court of Appeals D.C. Cir decertification delay dissenting employees EMPLOYER-EMPLOYEE RELATIONS Epilepsy Foundation evidence federal courts filed Fox and Liebman frontpay hearing Human Rights Watch issue Jeffboat labor law labor organizations Labor Relations Act Labor Relations Board LIBRARY OF CONGRESS litigation Member Hurtgen Members Fox merit pay National Labor Relations NLRA NLRB non-union parties pending percent petition procedure protect question RARY REAVIS & POGUE recent recess appointment recognition reinstatement remedies represented RESS reversed rule staff staffing firms statute statutory Sturgis SUBCOMMITTEE ON EMPLOYER-EMPLOYEE substantial supervisors Supreme Court there's unfair labor practice user employer violations vote Weingarten Rights workforce workplace
Page 104 - supervisor' means any individual having authority, in the interest of the employer, to hire, transfer, suspend, lay off, recall, promote, discharge, assign, reward, or discipline other employees, or responsibility to direct them, or to adjust their grievances, or effectively to recommend such action, if in connection with the foregoing the exercise of such authority is not of a merely routine or clerical nature, but requires the use of independent judgment.
Page 120 - ... requiring such person to cease and desist from such unfair labor practice, and to take such affirmative action including reinstatement of employees with or without back pay, as will effectuate the policies of this Act...
Page 76 - Many employers have come to view remedies like back pay for workers fired because of union activity as a routine cost of doing business, well worth it to get rid of organizing leaders and derail workers
Page 90 - Among the considerations that enter into a resolution of the problem are (1) whether the particular case is one of first impression, (2) whether the new rule represents an abrupt departure from well established practice or merely attempts to fill a void in an unsettled area of law, (3) the extent to which the party against whom the new rule is applied relied on the former rule, (4) the degree of the burden...
Page 10 - When the law is applied, enervating delays and weak remedies invite continued violations. Any employer intent on resisting workers' self-organization can drag out legal proceedings for years, fearing little more than an order to post a written notice in the workplace promising not to repeat unlawful conduct and grant back pay to a worker fired for organizing. In one case cited here, a worker fired for five yearsteceived $l,305 back pay and $493 interest.!?
Page 63 - I have returned to private practice and am a Senior Partner in the law firm of Morgan, Lewis & Bockius LLP. I am a member of the Labor Relations Committee of the US Chamber of Commerce, and Chair of its NLRB subcommittee, and am testifying today on behalf of the US Chamber of Commerce. The National Labor Relations Act was enacted in 1935 and has been substantially amended only twice — once in 1947 and once in 1959.
Page 87 - It is at best treacherous to find in congressional silence alone the adoption of a controlling rule of law.
Page 90 - ... well established practice or merely attempts to fill a void in an unsettled area of law, (3) the extent to which the party against whom the new rule is applied relied on the former rule, (4) the degree of the burden which a retroactive order imposes on a party, and (5) the statutory interest in applying a new rule despite the reliance of a party on the old standard.
Page 47 - Members) and over the officers and employees la the Regional Offices. He shall have final authority on behalf of the Board, In respect of the Investigation of charges and Issuance of complaints under Section 10, and in respect of the prosecution of such complaints before the Board, and shall have such other duties as the Board may prescribe...