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Highly controversial issues Important social issue Constitutional law New issues, no precedent set NATIONAL LABOR RELATIONS ACT Section 2 DEFINITIONS Employer Any person acting as an agent of the employer Employee Any employee, not limited to the employees of a particular employer Any person whose work has ceased as consequence of labor dispute Independent contractor Representative Any individual or labor organization Labor Organization Agency or employee representation committee in which employees participate Exists for the purpose of dealing with employer concerns (grievance, wages, hours) Commerce Trade, traffic, transportation or communication among states Affecting Commerce Burdening or obstructing commerce or the free flow of commerce Tending to lead to a labor dispute that obstructs commerce Unfair Labor Practice Section 8 Labor Dispute Any controversy concerning terms or conditions of employment Concerning association or representation of persons negotiating National Labor Relations Board Supervisor Any individual having authority, in the interest of the employer to hire, transfer suspend, lay off, recall, promote, discharge, assign, reward, and adjust grievances. Requires use of independent judgement. Professional Employee Employee engaged in work predominantly intellectual Involving consistent exercise of discretion and judgement Advanced knowledge Specialized intellectual instruction Agent Those individuals represented are responsible for the acts whether actually authorized or ratified Section 3 and 4 NLRB Section 7 RIGHTS OF EMPLOYEES Employees have the right to self-organization Form, join, or assist labor organizations Bargain collectively through representatives of their own choosing Section 8 UNIFAIR LABOR PRATICES 8(a)(1) employer can not interfere with, restrain, or coerce employees in the exercise of sec 7 rights. employer can not dominate or interfere with formation or administration of any labor organization. Can not encourage or discourage membership in any labor organization. Can not discharge or discriminate against employees because they filed charges or gave testimony under the NLRA. Can not refuse to bargain collectively Intent, motivation or purpose are irrelevant… Did the ILP occur? Burden of proof is on the union. Section 9 REPRESENTATIVES AND ELECTIONS 159 (a) Representatives designated for CB by the majority are the exclusive representatives Any individual can present grievances to the employee and have them adjusted without intervention of the bargaining representative. (Bargaining rep can be present.) 159 (b) If professional employees are present their majority vote will include them in the bargaining unit. NLRB will not decide unit is appropriate if it includes individuals to guard or enforce against employees or to protect property of the employer. Board will investigate questions of affecting commerce. Substantial number of employees wish to be represented for CB: Current bargaining rep is no longer representative: Board will investigate petitions for reasonable cause of representation, then provide an appropriate hearing. If question of representation exists, NLRB directs an election. No election in any bargaining unit within which, in the preceding 12 months, a valid election had been held. No majority in election… Run off vote between the top two vote receivers. Extent to which employees have previously organized is not relevant in determining appropriate bargaining unit. Section 10 PREVENTION OF UNFAIR LABOR PRACTICES 160 (a) NLRB is empowered to prevent any person from engaging in ULP’s. 160 (b) When a person engages in ULP, the board or agents of the board issue a complaint. Complaint may be amended by member, agent, or agency. 160 (c) Testimony is taken by the board and reduced to writing. Board states its findings. Order requiring to cease and desist from ULP. 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