| Papers [1-4] of 4 | Search results on "FLRA NLRB": |
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FLRA vs. NLRB, 2006.
An overview of the similarities and the differences of the Federal Labor Relations Authority and the National Labor Relations Board.
2,202 words (approx. 8.8 pages), 5 sources, MLA, $ 68.95
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Abstract
The paper defines the FLRA and the NLRB and explains how and when each organization came into being. The writer explains that their fundamental purpose is to provide a mechanism for resolving conflicts between labor and management in an orderly fashion, while protecting the rights of employees to either engage in union activities or refrain from them. The paper shows that the reason the FLRA came into existence was because the NLRB did not serve government workers. The paper explains that it is questionable that the boards are fulfilling their intended roles as neutral agencies with the aim of ensuring that employee choice is realized. The writer explains that the unfair labor practices in the FLRA are taken to court to decide their outcome. In conclusion, the goal of any reorganization of the NLRB is to ensure impartiality in the handling of both the charges filed before and actions subsequently taken by the Board, in order to restore public trust in the institution.
From the Paper
"In its statutory assignment, the NLRB has two principal functions. The first applies to situations in which a union represents thirty percent or more of any group of employees covered by the National Labor Relations Act. The board conducts secret ballot elections, to determine whether or not these employees wish to be represented in collective bargaining proceedings. The second is to prevent and remedy unlawful acts, commonly referred to as unfair labor practices (ULP) by either employers or unions. Under the provisions established by the NLRB, any individual or labor organization may file a charge alleging unfair labor practice with them. Subsequent to the filing of any charge, the board goes through a step-by-step process in order to arrive at a resolution. When unfair labor practice charges are filed, an investigation for determination of probable cause is conducted. Any charges found to be lacking in merit, are dismissed, although dismissals may be appealed to the office of the General Council in Washington, DC Should the Regional Director find reasonable cause to concur that a violation of the law has been committed, a voluntary settlement is initially sought to remedy the alleged violations. For all settlement efforts that prove unsuccessful, a formal complaint is then issued, bringing the case before an NLRB judge via hearings. Written decisions are issued by the judges, which are subject to appeal by the five-member board in Washington for final agency determination. This decision is not final however, as it can be submitted to the U.S. Court of Appeals for review."
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The National Labor Relations Board, 2001.
A look at unfair corporate labor practices and the role of The National Labor Relations Board (NLRB) to administer the appropriate laws.
3,233 words (approx. 12.9 pages), 9 sources, APA, $ 93.95
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Abstract
This paper relates to unfair labor practices that develop in corporations, contracts and professional athletic teams. The paper encompasses the National Labor Relations Board (NLRB) and why it disciplines and acts upon violating industries and associations. The composition examines five cases and one law review article. Through these cases, comparisons and dissimilarities between the disputing parties are investigated to demonstrate how the NLRB resolves these conflicts. In addition the cases are compared and contrasted to each other to explain how each individual case is unique in its unfair labor practice.
From the Paper
"The NLRB is acronym for the National Labor Relations Board. The NLRB was formed in 1935 under the Wagner Act and it guarantees non-supervisory employees the rights to self organize, choose their own assembly, and bargain collectively. The National Labor Relations Board is an independent administrative agency authorized by the Wagner Act of 1935 to oversee the laws, to investigate and hold hearings on unfair labor practice complaints, to issue cease and desist orders against employers discovered guilty of unfair practices, to determine the composition of appropriate negotiation units, and to oversee union certifications and decertification secret ballot election."
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Politics of Administrative Law, 2004.
An examination of the challenges presented by "NLRB vs. Jones & Laughlin Steel Corp." to the political, economic, and legal philosophies developed from "Munn vs. Illinois" and "Lochner vs. New York".
1,067 words (approx. 4.3 pages), 6 sources, MLA, $ 37.95
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Abstract
This paper provides a background and overview of the cases involved, followed by an examination of how the legal consciousness of "NLRB vs. Jones & Laughlin Steel Corp." challenged the court?s previous positions as exemplified in "Munn vs. Illinois" and "Lochner vs. New York." A summary of the research is provided in the conclusion.
From the Paper
"In NLRB vs. Jones & Laughlin Steel Corp., Chief Justice Hughes delivered the opinion of the Court. The NLRB had determined Jones & Laughlin Steel Corp. (?Jones?) violated the National Labor Relations Act of 1935 by firing employees at its Aliquippa, Pennsylvania plant who had engaged in union activities. It ordered reinstatement and other relief. The court of appeals refused to enforce the Supreme Court?s orders because it maintained the matter was not subject to federal jurisdiction. The Supreme Court reversed. The legal question in this case was whether the labor matter was in fact subject to federal intervention, with the ultimate decision being it was."
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Collective Bargaining, 2003.
An examination of the history of collective bargaining and its administration in the United States today.
5,765 words (approx. 23.1 pages), 21 sources, MLA, $ 138.95
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Abstract
This paper describes how the Wagner Act, officially known as the National Labor Relations Act of 1935, established a permanent National Labor Relations Board (NLRB) with the authority it needed to protect the right of most American workers, with the notable exception of agricultural and domestic laborers, to organize unions of their own choosing and to encourage collective bargaining. It looks at how this act represents the most important single piece of labor legislation enacted in the United States in the 20th century. It provides a comprehensive overview of the controlling legislation, preparation for and rules guiding collective bargaining, and the administrative issues of collective bargaining after negotiations take place. A summary of the research is provided in the conclusion.
From the Paper
"The modern rules for collective bargaining developed from controlling legislation that emerged during the early part of the 20th century, including the Wagner Act (officially known as the National Labor Relations Act, 1935) (the ?Act?). This legislation was enacted to in an effort to eliminate employers' interference with the autonomous organization of workers into unions. To this end, the Act established the federal government as the regulator and ultimate arbiter of labor relations in the United States. The Wagner Act also established a permanent National Labor Relations Board (NLRB) with the authority to protect the right of most workers (with the notable exception of agricultural and domestic laborers) to organize unions of their own choosing and to encourage collective bargaining."
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