Abstract
The paper discusses how unfair labor practices, such as requiring overtime and then not compensating the employee for those hours, and a host of other common practices, have long been the subject of social and political discourse. The paper asserts that the fact that such practices continue even into the 21st century is both alarming and disappointing. The paper then discusses how unions, along with federal and state regulations, have combined to largely mitigate most unfair labor practices.

From the Paper
"Unfair labor practices, such as requiring overtime and then not compensating the employee for those hours, and a host of other common practices, have long been the subject of social and political discourse. The fact that such practices continue even into the 21st century is both alarming and disappointing: "...the three worked in excess of 40 hours a week with no overtime...the plaintiffs claim they received no pay for the long hours they worked, and this practice violates the minimum-wage provisions of FLSA" (Finkelstein 20). This case illustrates that even a..."

Tags:labor, practices, unfair

Abstract
This paper discusses unfair labor practices and strategies to mitigate these practices. It reviews federal and state labor laws and the various categories of laws that they include. The paper also discussed labor unions and their use in combating unfair labor practices. Finally, the paper presents a case study of The Panera Bread Company and shows how it has embraced the active conformance to federal and state regulation regarding employment law and protection.

Table of Contents:
Overview
Labor Laws
Pay and Schedule
Safety and Health
Workers' Compensation Programs
Unions
Unions and Unionization
Unions and Labor Relations
Employee Relations
Unions as Relevant
Case Study
Conclusion

From the Paper
"The restaurant industry is composed of two major segments: the full-service segment and the fast food segment. However, over the past decade a novel concept has quickly been developing into a new segment of its own: the quick-casual segment. The quick-casual is essentially a combination of the quick order and fast service of the fast-food segment combined with the quality food products found in the traditional full-service segment and the Panera Bread Company operates in this new segment. The quick-casual segment is a segment that produces over $6b a year in revenue and is growing in double digit percentages year on year ("Panera" Annual). As a new, major entrant in the quick-casual segment, the Panera Bread Company has found a niche market product in its "artisan" bread products and has grown its menu to include, in addition to its fresh bread, such items as: salads, soups, gourmet roast coffees, and other specialty type food and drink items ("Panera" SWOT)."

Tags:governmental, violations, unionization, compensation

Abstract
This paper discusses the various investigations by different sources into rumored unfair labor practices by sports equipment manufacturer Nike. This paper details the results of the investigations which revealed the same pattern of problems in various Nike production plants in Asia. The writer of this paper compares Nike's labor practices to those of other factories in Asia. This paper also contains strategic solutions to improving the current working conditions of the laborers employed in these same plants.

Outline
Introduction
Working Conditions
Long Working Hours
"Wages May Be Low, But People Want These Jobs"
Evaluation
Bibliography

From the Paper
"It is true that workers in shoe factories in Indonesia enjoy conditions which are better than those in many other industries, and for some, better than those at home in the village. And the jobs are sought after. But what this means is that, while things may be bad in these factories, they are even worse elsewhere - especially for the unemployed. For despite the increase in the number of factory jobs in Indonesia, unemployment among 20 to 24 years old is still very high. The people who work in these factories have not, as the quote above implies, been drawn away from subsistence agriculture by better incomes in manufacturing."

Tags:business, asia, labor, rights, wages, media, investigation, children, youth

Abstract
This essay lists the questionable labor practices of a leading fruit company called Dole in the U.S. The author argues for the unfair labor practices of this world-leading fruit company and examines the reasons behind them. Includes suggestions for improvements.

From the Paper
"Dole Food Company, with its headquarters in Westlake Village, California, is one of the few multinational corporations that control the worldwide trade of bananas with 25% of the market. Dole bananas are produced in Central America, South America, the Caribbean, Africa, the Philippines and the Canary Islands. Bananas grown in Colombia, Costa Rica, Ecuador, Guatemala and Honduras are for markets in North America, Europe, Russia, the Mediterranean and selected Asian markets. Bananas from the Philippines are transported to Asia, Australia and the Middle East. Europe imports bananas from Latin America, Cameroon, the Ivory Coast, Guadalupe, Martinique, Jamaica and the Canary Islands."

Tags:child, labor, minimum, poverty, protest, wage

Abstract
This paper explains that unfair labor practices happen when management crosses the invisible line with an employee on any issue protected by federal from smoking policies to non-compliance with hiring laws. The author relates that the key-deciding factor of the Electromation Case was the employee groups which emerged as a result of management style promoting total quality management or TQM. The case did not put an end to all employee participation programs but established the criteria against which all EPPs must be judged when an unlawful employer domination charge is filed, limiting what these groups can discuss. The paper concludes that, in today's business world, it can be argued that the American management system holds all the power because most of today's workforce is "at-will" and can be terminated at any time.

Table of Contents
Introduction
Unfair Labor Practices
The Electromation Case
Management Involvement
Conclusion

From the Paper
"Electromation, Inc. is a small company of 200 employees, located in Elkhart, Indiana. The company engages in the manufacture of electrical components and related products. The employees were not represented by a labor organization at the time of legal proceedings. In late 1988 the company concluded it was having financial troubles. In order to cut expenses, the company decided to "alter the existing employee attendance bonus policy and, in lieu of a wage increase for 1989, distributed year-end lump-sum payments based on length of service." After these changes were announced, the company understood the employees were dissatisfied with the arrangement. In January 1989, the company received a signed petition from 68 employees that covered their displeasure over the Attendance policy. From here, meetings were set-up between the employer and the employees to discuss this issue. Later five-action committees were set-up out of this first meeting as a forum for employees to discuss work place issues. However, the issues discussed included issues of labor like wages, hours and benefits as well as something as simple as lunch break."

Tags:unions, tqm, participation, epp, domination

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."

Tags:General, Counsel, O?Neill

Abstract
This paper describes the unfair labor practices during the 1930s. The author relates, section by section, the 1935 National Labor Relations Act, also known as the Wagner Act after New York Senator Robert Wagner who backed it, which was passed to counteract some of these unfair labor practices such as child labor. The paper explains how the existence of the NLRA helped pave the way for many of the labor laws, which are taken for granted today, including the civil rights laws of the 1950s and 60s.

From the Paper
"Section 8 of the NLRA listed, and prohibited, five unfair labor practices. Employers were prohibited from interfering with the employees union. This interference was interpreted as more than intimidation. Employers could not give conditions to any financial support they might offer. If they chose to contribute money or resources to the union it had to be with no strings attached.
Also, employers could not interfere with or restrain employees while they were exercise their right to organize or bargain collectively. Next, employers could not put conditions on employment, which could be interpreted to preclude or force union involvement."

Tags:unions, interstate commerce, unfair labor practices, benefits disabilities

Abstract
This paper compares and contrasts the union environment on both a national and global scale. It examines how labor unions were established to support workers and protect them from unfair labor practices such as discrimination and poor working conditions. It also looks at how labor unions also supported workers by negotiating better pay, savings and pension plans and creating safe work environments. It evaluates how the lack of unions on a global scale is the main reason why American companies are moving their businesses out of the United States and how this not only hurts the foreign worker, but also creates layoffs and lower wages for Americans.

From the Paper
"Global and national labor unions are also similar because they both strive to provide quality health benefits, wages, and good working conditions. The labor unions can use their strength in numbers to leverage support against non-union companies and aid workers in these companies to organize. For example, Cintas, one of the world's largest uniform suppliers was accused of retaliating against employees who were trying to organize a labor union. Some of these employees were constantly harassed and even fired. Victor Hildago, one of the employees who were fired, contacted the AFL-CIO. The AFL-CIO Executive Council said it would encourage all unions representing workers at unionized companies that were doing business with Cintas, to refuse to renew current contracts with Cintas."

Tags:wages, work, environment, pension, plans

Abstract
This paper explains that companies can help protect themselves from unfair labor relations accusations by having a clear human resources policy in place and always acting in good faith with employees, distributors, customers and suppliers. The author points out that the greatest economic problem in regards to discrimination in healthcare is the concern as to whether high management at many healthcare organizations are actually aware that many of their employees are not treating people equally when it comes to treatment, hiring practices, promotions and other issues. The paper relates that discrimination often is very hard to prove because there are ways to disguise it and make it look like something else; therefore, individuals discriminated against based on their race often have no recourse.

From the Paper
"Strategy is a very important element in decision making, and an organization needs to know where it is going before it tries to go. Otherwise, it will often flounder because it had no specific vision for the future. Decision making is very closely tied to conflict, in that it is often groups that make the decisions for an organization. This is especially important for companies that are involved in fields such as technology, since this field is rapidly changing and decisions that could make or break a company are literally made on an almost daily basis."

Tags:strategy, discrimination, healthcare, recourse, disparities

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."

Tags:management, unfair, labor, practice