Your SlideShare is downloading. ×
Wk4 2 hr3
Wk4 2 hr3
Wk4 2 hr3
Wk4 2 hr3
Wk4 2 hr3
Wk4 2 hr3
Wk4 2 hr3
Wk4 2 hr3
Wk4 2 hr3
Wk4 2 hr3
Wk4 2 hr3
Wk4 2 hr3
Wk4 2 hr3
Wk4 2 hr3
Wk4 2 hr3
Wk4 2 hr3
Wk4 2 hr3
Wk4 2 hr3
Wk4 2 hr3
Wk4 2 hr3
Upcoming SlideShare
Loading in...5
×

Thanks for flagging this SlideShare!

Oops! An error has occurred.

×
Saving this for later? Get the SlideShare app to save on your phone or tablet. Read anywhere, anytime – even offline.
Text the download link to your phone
Standard text messaging rates apply

Wk4 2 hr3

608

Published on

Published in: Education
0 Comments
0 Likes
Statistics
Notes
  • Be the first to comment

  • Be the first to like this

No Downloads
Views
Total Views
608
On Slideshare
0
From Embeds
0
Number of Embeds
0
Actions
Shares
0
Downloads
4
Comments
0
Likes
0
Embeds 0
No embeds

Report content
Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
No notes for slide

Transcript

  • 1.
    • REVIEW
    • HUMAN RESOURCE MGMT III
      • Agency law
      • Labor relations
    • WRAP-UP
  • 2.
    • DISCRIMINATION IN EMPLOYMENT: THE LAW
      • Title VII of Civil Rights Act: “No discrimination based upon race, color, religion, sex, or national origin”
      • Title IX of Education Amendments: “No gender discrimination in education”
  • 3.
    • DISCRIMINATION IN EMPLOYMENT: THE LAW
      • Equal Protection Clause of the U.S. Constitution
      • “ No state … denies equal protection of the laws”
        • Strict scrutiny (suspect classification)
        • Intermediate scrutiny (quasi-suspect classification)
        • Rational basis review (all others)
  • 4.
    • DISCRIMINATION IN EMPLOYMENT: THE LAW
      • ADEA: Prohibits age discrimination
      • ADA: Prohibits discrimination based upon disability
  • 5.
    • SEXUAL HARASSMENT
      • Quid pro quo harassment
      • Hostile environment harassment (harder)
        • Objective prong: Hostile to a reasonable person
        • Subjective prong: Severe enough to P?
  • 6.
    • AGENCY LAW: CREATION
      • Agency relationship: Fiduciary relation between principal & agent
        • Principal: A person represented by his or her agent (e.g., Terrell Owens)
        • Agent: A person representing another (e.g., Drew Rosenhaus)
      • “ Fiduciary” duty
        • Entrust & loyalty
        • Agent MUST put principal’s interest prior to agent’s self interest (legally required!)
  • 7.
    • AGENCY LAW: CREATION
      • Types of agency (4)
        • Express agency: Contract expressly provides agency relation
        • Implied agency: Based upon previous transactions
        • Apparent agency: Principal cloaked the person as his agent in front of other people
        • Ratification agency: Principal has accepted benefits from deals made by another on behalf of himself and kept silent even though there is no formal agency relationship (then the principal will be subject to future deals made by the person)
  • 8.
    • AGENCY LAW: DUTIES
      • Principal’s duty
        • Compensation
        • Cooperation
        • Providing safe working environment
      • Agent’s duty
        • Loyalty: Good faith; no conflict of interest acceptable
        • Performance: Reasonable care & skill
        • Accounting: No comingling principal’s asset with his or her own asset
        • Obedience: Must follow instructions given by principal
  • 9.
    • CONFLICT OF INTEREST
      • When serving one client conflicts with another client
      • How to resolve conflict of interest
        • Not taking clients creating conflicts (unrealistic)
        • Obtaining client’s consent (must be known & voluntary)
      • Standards
        • Attorney agents: More stringent
        • Non-attorney agents: Less stringent
  • 10.
    • TORTIOUS INTERFERENCE WITH CONTRACTUAL RELATIONS
      • Very popular story in agency industry
        • Small town athlete represented by old friend as agent
        • The athlete now has a very successful career
        • A big agency corporation attracts the athlete by better supporting system
        • The athlete breaches the old agency contract and goes to the big time agency
  • 11.
    • TORTIOUS INTERFERENCE WITH CONTRACTUAL RELATIONS
      • Elements of the claim: Plaintiff (old agent) must prove 
        • There was a valid contract between agent and athlete
        • Defendant’s knowledge of the valid contract
        • Defendant intentionally induced athlete to breach the valid contract (hard to prove)
        • The athlete actually breached the valid contract
        • Old agent has damage
  • 12.
    • MANAGERIAL CONCERNS IN LABOR RELATIONS
      • Higher job satisfaction  higher productivity
      • Distraction  negative economic impact
        • Vicious cycle
        • Labor stoppage  less revenue  decreased # of jobs  ripple effect  impact on surrounding areas
  • 13.
    • BODY OF LABOR LAW: NLRA (1935)
      • Scope: Covers “private” BS entities
      • Encouragement of Collective Bargaining Agreement (“CBA”): About HRs, wages, terms, conditions
      • Unionization process
        • Employees of common bargaining interest
        • Must get union certification from NLRB (below)
      • National Labor Relations Board (NLRB)
        • Oversees election & certifies unions
        • Prevents unfair labor practices
  • 14.
    • LABOR RELATIONS IN SPORTS
      • All have unions: National bargaining units
      • Unique aspects of players associations
        • High turnover rate & short career (e.g., NFL  4.3 yrs)
        • Great disparity b/w bench warmers & super stars
        • No union for coaches & front office staffs
      • Teams also want players’ union for Antitrust exemption (something negotiated in labor deal is exempted from Antitrust scrutiny)
  • 15.
    • EMPLOYEE RIGHTS UNDER LABOR LAW (NLRA §7)
      • Right to join or assist unions
      • Right to engage collective bargaining through union
      • Right to engage concerted activity
    • CERTIFICATION OF UNION (NLRB)
      • Authorization cards from 30+%
      • Right to election, not a certified union yet
      • Election + NLRB’s certification  Now it’s a union
  • 16.
    • SIZE OF CERTIFIED UNION
      • ERs: Want local level certification
      • EEs: Want national level certification
    • DISPARITY TEST (PLAYERS? STAFFS? COACHES?)
      • Common supervision
      • Common policies & work rules
      • Shared work area & similarity of job
      • Similar evaluation
      • Similar pay & benefits
      • Interdependence of operations
      • History of collective bargaining
  • 17.
    • NLRA §8(a): EMPLOYER UNFAIR LABOR PRACTICES
      • To interfere with employees’ exercise of §7 rights
      • To support, dominate, or interfere with union
      • To encourage or discourage union membership
      • To retaliate employees for union activities
      • To refuse to bargain collectively with union representatives
  • 18.
    • LAW OF AGENCY: CREATION OF AGENCY
      • Express agency
      • Implied agency
      • Apparent agency
      • Ratified agency
  • 19.
    • LAW OF AGENCY: DUTIES
      • Fiduciary relationship: Prioritize principal’s interest
      • Duties of principal: Compensation, cooperation, & safe working conditions
      • Duties of agent: Loyalty, reasonable performance, accounting, obedience
  • 20.
    • LABOR RELATIONS
      • Managerial concerns: Labor dispute always harms business seriously
      • Labor law (NLRA)
        • Recognizes EEs’ rights to concerted activities
        • Certification of union
        • Created an administrative agency (NLRB)
        • Provides what is an unfair labor practice

×