Employee & Labor Relations

Question 1

General misconduct investigation process

Answer 1

1. Complaint received. 2. ID evidence, interviews, questions to ask 3. Interviews 4. Decide & take actions

Question 2

NLRB

Answer 2

National Labor Relations Board

Question 3

National Labor Relations Board (NLRB) vs. Weingarten

Answer 3

Supreme Court est right of employees to have union representation at investigatory interviews where EE must defend conduct/beh

Question 4

Weingarten Rights

Answer 4

EE right to request union representation during conduct investigation. Representative can counsel EE on what to say. Mgmt can either 1. Stop questioning until rep arrives, 2. term the interview or 3. ask EE to relingquish right to representation

Question 5

Grievance

Answer 5

Work-related complaint/formal dispute brought to attention of mgmt

Question 6

Benefits of formal grievance procedures

Answer 6

1. increase upward communication
2. make top mgmt decisions more sensitive to EE emotions

Question 7

Grievance procedure

Answer 7

1. File grievance w/ mgr or union steward
2. Next mgr or industrial relations mgr
3. Grievance committee, corporate officers, interanat’l union reps (if large)
4. Binding arbitration with outside 3rd party

Question 8

NLRA

Answer 8

1935. Wagner Act. est collective bargaining.

Question 9

NLRA- Section 7

Answer 9

EEs have right to
1. form/join/assist labor organizations
2. engaged in concerted acgtivities (like collective bargaining) thru reps/ mutual aid

Question 10

NLRA- Section 8

Answer 10

IDs 5 unfair labor practices:
1. Employers can’t interfere/coerces EE froms rights in Section 7
2. Employers can’t dominate/disrupt the formation of a labor union
3. Employers can’t allow union membership/activity to influence hiring/firing/promotion etc
4. Employers can’t discriminate against/discharge an EE who has given testimony/filed a charge w the NLRA
5. Employers can’t refuse bargaining in good faith with EE reps

Question 11

Wagner Act

Answer 11

1935. NLRA. est collective bargaining.

Question 12

Wagner Act- Section 7

Answer 12

EEs have right to
1. form/join/assist labor organizations
2. engaged in concerted acgtivities (like collective bargaining) thru reps/ mutual aid

Question 13

Wagner Act- Section 8

Answer 13

IDs 5 unfair labor practices:
1. Employers can’t interfere/coerces EE froms rights in Section 7
2. Employers can’t dominate/disrupt the formation of a labor union
3. Employers can’t allow union membership/activity to influence hiring/firing/promotion etc
4. Employers can’t discriminate against/discharge an EE who has given testimony/filed a charge w the NLRA
5. Employers can’t refuse bargaining in good faith with EE reps

Question 14

Taft-Hartley Act

Answer 14

1947. Labor Mgmt Relations Act. Sought to avoid unnecessary strikes and impose restrictions on union activities. Addresses:
1948. Unfair labor practices by unions
1949. Rights of EEs
1950. Rights of employers
1951. National emergency strikes

Question 15

Labor Management Relations Act

Answer 15

1947. Taft-Hartley Act. Limits power of unions. Addresses:
1948. Unfair labor practices by unions
1949. Rights of EEs
1950. Rights of employers
1951. National emergency strikes