(3) The terms "commerce," "labor disputes," "employer," "employee," "labor organization," "representative," "person," and "supervisor" shall have the same meaning as when used in the National Labor Relations Act as amended by this Act [in subchapter II of this chapter].
Sec. 205. [§175. National Labor-Management Panel; creation and composition; appointment, tenure, and compensation; duties] (a) There is created a National Labor-Management Panel which shall be composed of twelve members appointed by the President, six of whom shall be elected from among persons outstanding in the field of management and six of whom shall be selected from among persons outstanding in the field of labor. Each member shall hold office for a term of three years, except that any member appointed to fill a vacancy occurring prior to the expiration of the term for which his predecessor was appointed shall be appointed for the remainder of such term, and the terms of office of the members first taking office shall expire, as designated by the President at the time of appointment, four at the end of the first year, four at the end of the second year, and four at the end of the third year after the date of appointment. Members of the panel, when serving on business of the panel, shall be paid compensation at the rate of $25 per day, and shall also be entitled to receive an allowance for actual and necessary travel and subsistence expenses while so serving away from their places of residence.
(10) The term "National Labor Relations Board" means the National Labor Relations Board provided for in section 3 of this Act [section 153 of this title].
Following a brief overview of the definition and role of labor unions, looks at the effects of union-related employee group behavior such as organizing, collective bargaining and retaliatory tactics on management and organization.
(4) continues in full force and effect, without resorting to strike or lockout, all the terms and conditions of the existing contract for a period of sixty days after such notice is given or until the expiration date of such contract, whichever occurs later:
The duties imposed upon employers, employees, and labor organizations by paragraphs (2), (3), and (4) [paragraphs (2) to (4) of this subsection] shall become inapplicable upon an intervening certification of the Board, under which the labor
U.S. unions enjoy many legal privileges. Unions are immune from and from laws. Companies are legally compelled to bargain with unions in “good faith.” This innocent-sounding term is interpreted by the National Labor Relations Board to suppress such practices as Boulwarism, named for a former General Electric personnel director. To shorten the collective bargaining process, Lemuel Boulware communicated the “reasonableness” of GE’s wage offer directly to employees, shareholders, and the public. Unions also can force companies to make their property available for union use.
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StudyMode - Premium and Free Essays, Term Papers & Book Notes This paper will identify how unions and labor relations impact organizations.
With such controversy, the National Labor Relations Board (NLRB) has had to step in to distinguish what is considered lawful of unlawful termination due to these actions by employees and their employers....
(9) The term "labor dispute" includes any controversy concerning terms, tenure or conditions of employment, or concerning the association or representation of persons in negotiating, fixing, maintaining, changing, or seeking to arrange terms or conditions of employment, regardless of whether the disputants stand in the proximate relation of employer and employee.
Employees shall have the right to self-organization, to form, join, or assist labor organizations, to bargain collectively through representatives of their own choosing, and to engage in other concerted activities for the purpose of collective bargaining or other mutual aid or protection, and shall also have the right to refrain from any or all of such activities except to the extent that such right may be affected by an agreement requiring membership in a labor organization as a condition of employment as authorized in Section 8(a)(3).
The act defines the terms employer, employee, supervisor, and professional employee.
An employer is an organization or a manager or supervisor acting on its behalf.
A person remains an employee under interpretations of the act if he or she is on strike for a contract or on strike about or fired as a result of an unfair labor practice—even if the employer does not consider the person as such—until the person is rehired or reemployed at or above a level equivalent to his or her previous job.
The supervisory definition has been narrowed recently by two Supreme Court decisions to exclude professional employees who give work direction to nonprofessionals but do not have any of the other supervisory powers
listed above.10 These decisions were viewed very positively by investors in health care facilities as share prices of companies in this industry rose abnormally in the days following the decision.11
A professional employee is one whose work is intellectual in character, requiring independent judgment or discretion; whose performance cannot readily be measured in a standardized fashion; and whose skills are learned through prolonged, specialized instruction.12 Professional employees may organize, but they may not be included in a nonprofessional unit without a majority vote of the professionals.
National Labor Relations Board
The National Labor Relations Board (NLRB) consists of five members appointed by the president and confirmed by the Senate.