The Wagner Act

The Wagner Act
Right, to–Work Laws initially showed up in a few states after Congress established the 1935
National Labor Relations Act, otherwise called the Wagner Act, and most are still active today in
about twenty–two states today. The rights associated with these laws displayed the differences of the
ideology amongst business and representative. They ensure the individual laborer 's opportunity to
decline to join or to help bolster a union, including one picked by the employee to represent as their
bartering agent. Consequently, from the point of view invigorating the Wagner Act, they were meant
to create frictions leading to the disruption of any labor agreements. More particularly, ideal right–
to–work laws are pointed against union security ... Show more content on Helpwriting.net ...
(History 101) Prior to 1935, workers had the right to choose whether or not they wanted to join a
union and to not have to lose any pay if a labor dispute was being fought, however, bosses likewise
had the privilege to terminate laborers since they had enlisted in unions or had partaken in strikes.
Amid financial tough circumstances, it was more troublesome for a representative to discover other
work than it was for a business to procure another worker. In this way, specialists were reluctant to
join exchange unions, and by 1933 only 10 percent of America 's workforce was unionized.
(American History, 2010)
In 1935, Congress passed and President Franklin Roosevelt marked into law the National Labor
Relations Act (NLRA), known as the Wagner Act after its Senate supporter, New York Democrat
Robert Wagner. Segment 7 of the Wagner Act states: "Workers should have the privilege to self–
association, to shape, join, or help work associations, to deal by and large through delegates of their
own picking, and to take part in other deliberate exercises with the end goal of aggregate haggling or
other shared guide or assurance". Notwithstanding, Section 8(3) of the Wagner Act considered
understandings amongst bosses and officers of a union requiring union enrollment as a state of
business if the union was affirmed or perceived as the representatives ' selective dealing specialist
on matters of pay,
... Get more on HelpWriting.net ...

Legal, Safety, and Regulatory Requirements Paper
HCS 341
The workplace is a delicate environment filled with different personalities types. These differing
needs of feeling safe and comfortable create many challenges in the workplace. The creation of the
Human Resource Department has helped create a safety net for all employees to fall under and
create a stable environment for employees to feel safe and secure. Regulations such as Equal
Employment Opportunity Commission and the Department of Labor have in some ways removed
the common sense and compassion in the workplace and replaced it with litigation. The effect of
these regulations have balanced the workplace and created a more ... Show more content on
Helpwriting.net ...
The United States Department of Labor (DOL) has a mission to protect the welfare of wage earners,
job seekers, and retirees. They also improve working conditions and ensure work–related benefits
and rights. The DOL has many laws and reregulation's protecting workers that range from the Fair
Labor Standards Act, which sets standards for wages and overtime pay, to the Occupational Safety
and Health Act, which focuses on workplace safety and health. With the wide range that the DOL
has employees can feel that they have standards in place to ensure fair pay, fair treatment, and a safe
environment to work in. Without the enforcement of the DOL corporations are left to establish pay
and safety standards internally. In a business atmosphere where the importance of profit is often
placed before the employees, an environment without laws and regulations can be dangerous. An
example can be seen in other countries where labor laws are not in place compassion and common
sense also seem to be absent. In these areas workers, many times children often works long hours
for little pay. Sadly it has been shown that when corporations are unregulated the importance for the
fair treatment of employees takes a less important role. The faith in corporate America has been
somewhat fragile with the knowledge of many corporate wrongdoings like the Enron scandal, recent
financial buyout, and the ethical issues with bonuses for executives. Dipankar (2008) has a theory
that

The Labor Movement During The Nineteenth Century
The labor movement and the need to organize as a united voice for worker's rights came about
during the nineteenth century. During this time, worker's faced long hours which turned into long
workweeks, often times requiring workers to work six days a week with ten or more hours per day
for very low wages and in conditions that were unsafe or unhealthy. In most cases, workers were at
the mercy of the companies that employed them and had few options to improve their work
conditions and even less recourse if they were injured or killed on the job. Out of this need, the
organized labor movement began which provided a vehicle for employees to band together as a
united group to demand better working conditions, fair wages and an established work week. These
changes were done through negotiations with management at the companies and through the
creation and implementation of regulations at the state and federal government level. Many of these
regulations have resulted in set procedures and policies for establishing a union within a workplace,
both in the public (federal) and private sectors. There are two agencies that oversee unions and the
policies governing them.
The National Labor Relations Board (NLRB) is an independent federal agency charged and
empowered to safeguard employees ' rights to organize and to determine whether to have unions as
their bargaining representative. The agency also oversees labor practices to ensure that employees
rights are protected by private

Why Should We Care About Collective Bargaining? Essay
A question that has frequently been ask over the years is, " Why should we care about collective
bargaining? ". The thing that has been missing from the collective bargaining discussion is a real
explanation and understanding of the concept. Collective bargaining has been described as a process
when employees and their representatives form a united front, known as a union, to negotiate with
their employers. These negotiations are usually over things like pay rates and salary amounts,
benefits, and conditions at the workplace , among other issues. The principles of collective
bargaining and unions come from the idea that employees as a group have far more bargaining
power than individual employees trying to negotiate with their employer. ... Show more content on
Helpwriting.net ...
The National Labor Union would be one of the first such organizations that sprung up in order to
represent skilled craft workers and defend their right against their employers. The National Labor
Union had a philosophy which, by the standards of the 19th century, would be considered
progressive and ahead of their time. They lobbied for a standardized 8 hour workday and equal
opportunity employment rights for minorities and women. The next major organization to step up
and represent the interest of employees was the Knights of Labor. The Knights of Labor had a
philosophy of accepting skilled and unskilled workers alike, calling it and one big union approach.
Their beliefs included many ideas that involved social reform, like putting a stop to the so called
wage system. The Knights of Labor though did not however approve of using striking by its
members as a tactic to pressure employees to except their contract demands. The fall of the Knights
of Labor came when hundreds of unions of skilled workers left the Knights and created the
Federation of Organized Trade and Labor Unions, known as the FOTLU, in 1881. The remaining
member unions of the Knights of Labor left to form the American Federation of Labor, known as the
AFL. Instead of trying to effect change in the subject of broad social issues. They instead
concentrated on a bread and butter approach to

Essay Plastec Strategic Comp
Strategic Compensation Plan for Machine Operators: Plastec Company Case Study
Webster University
Strategic Compensation Plan for Machine Operators: Plastec Company Case Study
Over the last 18 months, Paul, Director of HR, has faced many challenges within Plastec Company
regarding high turnover rates, discrimination and much needed training, along with other various
human resource concerns. The organizational culture has thus improved. In effort to keep that
momentum, Paul is currently developing a strategic compensation plan for the company's machine
operators. This plan will help Paul to better understand how Plastec compares with other area
employers in terms of wages and benefits, and develop ... Show more content on Helpwriting.net ...
This could potentially lead to friction in the workplace. Tensions could arise around suspected "free
riders" or poorly performing employees, which would prevent the team from making their quota and
or receiving the reward. However, Paul must first research the legality of measuring a particular
variable and ensure that the minimum pay is compliant with the Fair Labor Standards Act (FLSA)
and the Equal Pay Act (EPA).
Pay rates must be compliant with the Fair Minimum Wage Act of 2007, as well as the overreaching
rules of the FLSA, where the current minimum wage is $7.25 per hour. To maintain compliance,
Plastec must demonstrate that the combined base salary and average variable salary amounts equal
the minimum wage (Mathis, Jackson, Valentine, p371). Additionally, the company must be
cognizant of the factors determining over time compensation and properly classify employees under
FLSA. Plastec might want to offer a base salary plus commission; however, this type of variable
salary is not available for many employees due to FLSA standards for determining exempt or non–
exempt status. In a situation like Plastec's where they are working with hourly wage employees who
are non–exempt, they will have to determine a fair hourly rate and pay overtime for employees in
addition to any incentive pay for production. This is where employers are at the greatest risk for
abuse. Hourly employees need to be monitored to ensure that the additional production is happening
during

“Goodbye, Indiana --- Hello, Mexico: the Whirlpool Plant...
CASE 30 "Goodbye, Indiana ––– Hello, Mexico: The Whirlpool Plant Closing*" Ethics in Practice
Case 1) Was the Whirlpool Plant Closing just another "business decision", or did it carry with it
social and ethical responsibilities and implications? Explain. This was not only a business decision,
but it carried social and ethical responsibilities with it because the company was thinking for the
benefit of its shareholders and consumers by making more energy–efficient products while keeping
consumer prices fair. By moving the operation to Mexico this allowed the company to do so. But
their ethical and social responsibilities to the community and to their employees were not held up
due to lay–offs and relocation. Whirlpool did not ... Show more content on Helpwriting.net ...
Whirlpools Ethical responsibilities are interpreted differently among society. Society expects
companies to produce "green" products while keeping prices fair but do not realize that to meet
those expectations placed on them they must change the way the corporation is structured for
business. The community and Whirlpool employee's ethical responsibilities were not kept because
they were ultimately damaged by the companies change. The community and Whirlpool's former
employees have had to endure financial hardships due to the reduced wages allowed in Mexico.
Other companies located in this community suffered because they were no longer providing supplies
to Whirlpool which caused them to go out of business, and unemployment spike. However the
shareholders and consumers ethical responsibilities were met because they did in fact gain a more
energy efficient appliance while paying less. Shareholders are pleased for the fact that cost of
production has been reduced there for, a spike in profit. 3) In light of the federal stimulus funds that
Whirlpool received, did it have a greater responsibility to make the Evansville plant sustainable? Or
were the funds received totally unrelated to the plant's closing decision? The funds received were
totally unrelated to the plant's closing decision. The purpose of the stimulus fund from The
Department of Energy was to fund the development of new smart products. 4) Was the Whirlpool
division Vice President's memo threatening

Public Employment Relations Boards ( Perbs )
Public Employment Relations Boards (PERBs) are federal government or state appointed agencies
that are responsible for resolving collective bargaining disputes, determining the bargaining units,
monitoring representing elections, selecting a bargaining agent and solving the employment and
labor related disputes of employees working in the public sector. Bargaining is the process through
which employers and employees negotiate the terms of work and set them down in a formal contract
that lays out all of the rules and regulations. Each side nominates a representative, so both labor and
management are able to convey their terms and conditions and reach a mutually satisfactory
agreement. Public Employment Relations Boards (PERBs) also ensure that the employees of public
sector departments are not at the receiving end of any unfair labor practices. This paper will examine
three Public Employment Relations Boards, the ones for California, Delaware and the District of
Columbia. The California Public Employment Relations Board is responsible for governing a total
of eight collective bargaining statutes relevant to public sector employees of the state of California.
These employees include those individuals, who are working directly for the state, in the state's
public educational institutions (schools and colleges), for the state's local public agencies (each
county, city and district), employees and interpreters of the state trial courts, those that fall under the
"In–Home

Labor Relations Research Paper
MG420 DL Labor Relations
Research Assignment
(Arthur Crump)
(September 27, 2009)
Professor Stroud 1. Define and discuss the term "collective bargaining." Include and discuss
[showing relevance or applicability] a current web–based news item/magazine article about a real
life example of a collective bargaining action. Write a succinct and complete summary on the
contents of the article you 've provided along with your critical comments about that article. Support
your findings with referenced research. (5 points)
The Honolulu Advertiser recently published an article which cites on–going contract bargaining
negotiations between the University of Hawaii (UH) Professional Assembly (who represents the
faculty) and UH ... Show more content on Helpwriting.net ...
It is considered a win to labor because it allows them to have bargaining rights despite being in an
interstate industry which requires the employees to "work now and grieve later" concept:
(http://www.ipapilot.org/media/rla.asp#What%20is%20the%20Railway%20Labor%20Act). As far
as Employers and the Public, Congress implemented this act to protect the employer's, employees,
and the public's interest since rail was the main transportation of the day, and any disruptions due to
strikes would have had an adverse impact on interstate commerce as a whole. This law also covers
parcel drivers for UPS and FedEx, but an amendment to the law was introduced to amend the law as
it is now, to only limit individuals who hold an FAA–certified job. FedEx feels this would have a
negative impact on its operations in the event of a strike by removing the work now grieve later
concept from its other driver employees, and revert them back to the National Labor Relations Act.
(http://www.joc.com/node/409948).
3. List four issues that are potential components of a collective bargaining agreement. Pick any two
of the four issues you've listed and include and discuss [showing relevance or applicability] a
current web–based news item/magazine article about each of those [two] collective bargaining
issues in action. Write succinct and complete summaries on the article. Support your findings with
referenced research. (18 points) The four issues that

Essay about The National Labor Relations Board
The ability for the federal government to regulate businesses' activity is given in the Constitution.
Article 1, Section 8 is known as the commerce clause; it states, "Congress shall have the Power...to
regulate Commerce with foreign Nations, and among the several States, and with the Indian Tribes"
(Reed, 173). Through the commerce clause, the government is able to regulate business activity by
the use of administrative agencies, which is defined as "a governmental regulatory body that
controls and supervises a particular activity or area of public interest and administers and enforces a
particular body of law related to that activity or interest" (Administrative Agency, 1). There are two
types of regulatory authority that agencies may ... Show more content on Helpwriting.net ...
(Reed, 630)
To properly examine the NLRB it is imperative to understand how it is organized. The NLRB "has
five members and primarily acts as a quasi–judicial body in deciding cases on the basis of formal
records in administrative proceedings. Board Members are appointed by the President to 5–year
terms, with Senate consent, the term of one Member expiring each year" (NLRB.gov). In addition to
the board members there is a General Counsel, which is appointed by the President to a 4–year term
and is independent from the board. The person appointed to the position of General Counsel is
responsible for the investigation and prosecution of unfair labor practice cases and for the general
supervision of the NLRB field offices in the processing of cases. (NLRB.gov) The NLRB also has a
Division of Judges, which is made up of 40 Administrative Law Judges who hear, settle and decide
unfair labor practice cases throughout the United States.
Next, it is important to understand what the NLRB does and does not have jurisdiction over. The
NLRB does not have jurisdiction over 6 types of labors: (1) governmental employees, (2) persons
covered by the Railway Act, (3) independent contractors, (4) agricultural laborers, (5)
household/domestic workers, and (6) employees who work for their spouse or parents (Reed, 631).
Technically the NLRB has jurisdiction over everything else; however, the NLRB has a limited
budget as well as time constraints and so must limit

Railway Labor Act Essay
Railway Labor Act and Impact on Modern Day Airlines For decades, the railroad industry was in a
period of great economic political, and industrial changes in the United States. The industrial boom
was taking its toll on the United States, and the widespread violent work stoppages were detrimental
to the railroad industry due to tensions escalating between unions and workers. President Calvin
Coolidge was strongly vocal about the issue and urged railroads and unions to recommend
legislation to improve relations and ultimately reduce the threat of any railroad shutdowns. As a
response, railroads and unions immediately drafted legislation, which in hopes would improve labor
and union relations. On May 20, 1029, President Coolidge signed and designated the new law as the
Railway Labor Act of 1926. Coined one of the most significant and longest lasting pieces of
legislation, the Railway Labor Act provides a mechanism through which labor disputes between
railroads and currently airlines, could be handled in a peaceful, non–disruptive manner. The Railway
Labor Act of 1926 is unique unlike other legislations because it ensures no interruption to
commerce, provides an unhindered right of employees to join a labor union, guarantees
independence of an organization to enact the RLA, assists in work rules and working conditions, and
assists in a prompt and orderly settlement of disputes. The Railway Labor Act is certainly different
due to the relationship of labor and management in the

The American Dream, An Aspiration Of A Land
Elijah Sage Greenstein
December 4, 2015
LAMP L–216
Final Paper #3
The American dream, an aspiration of "a land in which life should be better and richer and fuller for
everyone, with opportunity for each according to ability or achievement", is a cherished ideology in
the hearts of Americans. ("The American Dream, What Is The American Dream?"). Although the
American dream dogma is presented to be accessible to all individuals, obstacles and barriers such
as financial and social differences, specifically with gender inequalities, limit the ease and simplicity
in which such a dream can be achieved for that area of people. Unfortunately, many of these
discriminations still exist today. Even more so with women in the work environment, such issues
serve as prevalent matters located within their own personal American dreams. The workplace, an
atmosphere fostered upon the daily relationships that employees experience, serves as a central
foundation for teamwork, human interaction and employee affairs. Therefore, it is vital that all
employees, especially women, be treated equally regardless of their gender. Common barriers and
differences women face are socially and financially focused. In this research paper, I will be
addressing the gender inequalities women face in the workplace in regards to pay, as well as the role
and impact motherhood has on such inequalities.
Differences in the pay and wages women experience versus men remain to be a prominent barrier
for reaching social

Capitalism Is Good For The Economy
"In the heart of the Great Depression, millions of American workers did something they 'd never
done before: they joined a union. Emboldened by the passage of the Wagner Act, which made
collective bargaining easier, unions organized industries across the country, remaking the economy.
This quote shows that Americans need unions. The Unites States Government should only interfere
with the economy or with how business owners run over their companies when there is a dramatic
problem within the economy and when there is nothing else that can fix the economy but the
government.
Capitalism is an economic system in which the means of production and distribution are privately or
corporately owned and the operations are funded by profits. Capitalism is good for the economy
because anyone could start a business and make money instantly. An example would be the Ford
Motor Company. This company was the first company to make cars. Henry Ford had an idea and
went with it. Capitalism is better with very little or no government interference at all. Capitalism
gives people a chance to be more productive with their lives/ how they live their lives. Capitalism
will go beyond and improve if people will start saving and save money and taking loans from banks
our economy will improve as well. People want more all the time. This is the Central Economic
problem that we still have today. People are still going to want more and more and more because
eventually there will be a new product . It

Wal-Mart Ethics Essay
Wal–Mart Stores, Inc. is currently entangled in a legal battle that will decide if the company has
engaged willfully in gender–based discrimination. Underlying causes, organizational culture and
ethical issues will be examined in determining how the largest private employer in the United States
could have fallen prey to unfair labor practices. "In 1999, women constituted 72% of Wal–Mart's
hourly employees, but only 33% of its managerial employees" (Bhatnagar, 2004). This fact and
many others are the reasons many people allege that Wal–Mart has unfair labor practices. The Dukes
v. Wal–Mart case challenged the hiring, promotion and pay practices of Wal–Mart. The case was
filed in June 2001. When the case reached class certification ... Show more content on
Helpwriting.net ...
Another root cause of Wal–Mart's problem is their lack of a formal job posting policy. Associates are
not made aware of management level openings. Those who selected to move up in the organization
are picked by store and division level management staff without regard to skill or educational
requirements. This system is described as a "tap on the shoulder" process (Betty Dukes v. Wal–Mart
Stores, Inc 2004). Another underlying problem for Wal–Mart is the company's policy to promote
from within the company. This reinforces the organizational bad culture and practices.
There are many unresolved issues with Wal–Mart that have made the news. The hourly pay scale for
employees at the store level is below the Federal poverty level, many of the employees can't afford
health care, and inequality of hiring women for management positions. "The average Wal–Mart
employee earns $8.00 an hour, with the average work week being about 32 hours. This equates to
$256 a week or $13,312 a year. The Federal poverty level for a family of three is $14,630"
(Brownstein 2005). Wal–Mart's personnel polices are directed to keep wages cheap. Wal–Mart does
this so they can maximize their profits. The health benefits for a Wal–Mart employee costs 20% of
the average employee's paycheck. Of their 1.2 million employees, 2/3 of the employees can't afford
the health benefits. Over the last 12 years,

Labor Laws and Unions Essay
Labor Laws and Unions
Walmart is one of the biggest retail stores in the world. Walmart operates worldwide with current
total count of its stores reaching 9.667 stores worldwide (Walmart Corporate, 2011). Interestingly,
Walmart is an organization that is currently non–unionized. This paper will provide brief
background information on Walmart organization. Legal issues and obstacles that Walmart could
encounter will also be identified. The writer will determine which federal, state, or local laws could
be broken because of the legal issues and why. Finally, recommendations to minimize possible
litigation will be provided.
The second part of the paper will deal with scenario if Walmart joining a union. Effects of the union
on Walmart will ... Show more content on Helpwriting.net ...
Employee can take advantage of this issue and create a legal issues and obstacles against Walmart.
Legal issues against Walmart have been brought up in many different states. Many states has a
minimum–wage requirement that has to be followed by all the businesses in the state. One example
is the case Walmart Stores vs S.C. Savaglio, where a group of Walmart employees sued Walmart
because Walmart allegedly had violated California's meal period law (Cascio, 2010). Walmart lose
$172 million dollars in the general and punitive damages. Not even a year after that, Walmart loses
another lawsuit in the state of Pennsylvania for forcing employees to work off the clock (Cascio,
2010).
The recommendation of the writer for Walmart is to get unionized so that Walmart can mitigate
possible litigation. Walmart then can save a lot of money and time in fighting against lawsuits
coming from their employees.
Union Benefits, Profits, and Bargain
Union benefits the employee by negotiating with their employer as a group to get a higher pays,
benefits, better hours, etc. Unionization process is done with employee agreement to agree to use
union in representing them in negotiation with employers. The Legal Basis to engage in union
activities can be found in the Wagner Act, or National Labor Relations Act, of 1935 (Cascio, 2010).
For a company to get unionize, at least signatures from 30 percent of the employees are needed (Lee
Smith, 2011).
Union is bargaining with the employer in

The Wagner Act Essays
In 1934, the Wagner Act was first introduced, also called the National Labor Relations Act (NLRB),
it promised "to ensure a wise distribution of wealth between management and labor, to maintain a
full flow of purchasing power, and to prevent recurrent depressions." (Babson, p. 85) During the
mid–1930's organized labor and the United States Government struck a deal. It was the time of
Franklin D. Roosevelt. A volatile time, the country was attempting to recover from a depression,
unemployment was at an all–time high and organized labor was struggling for its own existence.
"Vast numbers of the unemployed are right on the edge," observed Lorent Hickock, a Pennsylvania
reporter hired by the federal government to report on social ... Show more content on
Helpwriting.net ...
With no relief in sight, society had nothing to lose and everything to gain by fighting back. Workers
saw that businesses and businessmen continued to get rich and mover further ahead in life, while the
working class began to fall further down the economic ladder with little or no hope of advancement
within society. The solidarity amongst the unemployed is a key factor which cannot be ignored by
historians and scholars, and that impetus could have propelled labor forward. For the first time,
America had seen mass demonstrations across the country centering on a central issue,
unemployment. Unemployment councils were prevalent within many of the major metropolitan
centers across the country, and they became the proponent for the wize of the American worker.
Numerous rallies and demonstrations were staged by those councils, and when it came to the issue
of unemployment there were no perceived boundaries amongst citizens based on ethnicity, race or
religion. The barriers which had stymied the growth of the labor movement had temporarily
disappeared. However, as powerful as these councils could have been, there was no co–ordination
amongst the various centers in relation to the public protest. Communities and individuals were
becoming mobilized and they too began to learn the importance of being organized and working
together collectively and disregarding any self imposed barriers along the lines

The Causes And Impact Of The Transcontinental Railroad
The Transcontinental Railroad was a technological breakthrough that managed to make the USA
feel smaller to travelers. Railroad systems had been in place decades before the transcontinental
railroad had been constructed. However, these systems were not in synch as there were many
different railroad companies and even more laws in place from state to state. This was in part due to
the civil war, during this period both governments wanted better transportation of goods and troops.
This caused many factors like track gauge (spacings of the rails) lengths to differ vastly. These
differences in factors caused the slowing of transportation as, many of the times, people and goods
being transported had to move trains where these railways met up. Also, many railways would not
intersect towns, causing them to board trains on the other side of town. The Transcontinental
Railroad was one of the stepping stones towards standardization as these factors were enforced by
law for uniformity, and towns began to be built around these railways. This allowed people to travel
from the eastern coast to the western coast without having to swap railways many times and would
bring people and their ideas closer together, and, most importantly, caused the massive increase in
western expansion. The transcontinental railroad was brought forth due to the Pacific Railroad Act
of 1862, Chinese laborers, and western migration allowing for decreased travel times, bulk
movement of resources and products, and

Mcdonalds Corporation Is The Organization I Selected With...
McDonalds Corporation
Marisol Mata
Devry University
HRM 430
McDonalds Corporation is the organization I selected with compensation or benefit challenges.
Since McDonalds opened their doors in 1955 people have been coming not only to enjoy a good
meal, but they have been employed by the biggest food chain in the world. By 1958, McDonald's
had sold its 100 millionth hamburger. Ray Kroc wanted to build a restaurant system that would be
famous for providing food of consistently high quality and uniform methods of preparation. He
wanted to serve burgers, buns, fries, and beverages that tasted the same in Alaska as they did in
Alabama. (about.McDonalds.com) To achieve this, Ray Kroc chose a unique path: persuading both
franchisees and suppliers to buy into his vision, working not for McDonald's but for themselves,
together with McDonald's. He promoted the slogan, "In business for yourself, but not by yourself."
His philosophy was based on the simple principle of a 3–legged stool: one leg was McDonald's
franchisees; the second, McDonald's suppliers; and the third, McDonald's employees. The stool was
only as strong as the three legs that formed its foundation. McDonald 's benefits and compensation
program is designed to attract, retain and engage talented people who will deliver strong
performance and help McDonald 's achieve their business goals and objectives. The benefits and
compensation include Medical, Dental, Profit Sharing, Vacation, Sabbatical

Final Paper
Labor–Management relationships Case # 1: Management campaigns and Union organizing at
KCOM–KOCH Medical, Inc. Question 1(a) The strategy that KCOM–KOHC utilized in dealing
with labor's attempt to unionize was closely associated with the union substitution model.
Communications strategy: to improve communication between top management, middle
management and employees. Wage survey strategy: undertook a wage survey study to improve the
company's compensation plan. Retained a Labor relations Law firm: The firm had previous
experience in antiunion tactics. Conducted interviews to determine how the supervisors and
managers felt about the union campaign. Identify what they felt were the key issues to * Use the
information ... Show more content on Helpwriting.net ...
Twenty two states have such laws.
Case#4. Diversity in the workplace 11. Employers faced with the need to downsize, perhaps on the
heels of an earlier reduction as was the case with ATC should consider a voluntary separation
program to minimize legal risks. Voluntary separation programs have advantages over involuntary
programs. * First, employees who leave voluntarily are less likely to sue over their separation and
more likely to sign a release in exchange for severance, assuming that it's offered. Some disgruntled
former employees may claim constructive discharge that they were forced out. But that is an uphill
climb for plaintiffs under any statue or theory. If the plaintiff signed a valid release of all claims then
the employer can raise that defense in a pretrial motion that should end the case at that early stage. *
Second, although a VSP may not completely eliminate the need for an involuntary reduction, it can
at least reduce the scope of the involuntary activity and fewer layoffs generally make for better
morale. (www.shrm.org 2/1/2004 A safer approach downsizing Downsizing refers to the voluntary
actions on the part of organizations to reduce the overall size of their workforce, generally to reduce
costs. The disadvantages of downsizing in a survey by the American Society of

Employee Rights Protected From Employer Discrimination
According to Walsh (2013) it is acknowledged that, employee rights protected from employer
discrimination in Section 7 of the NLRA included the right to form or join a union, bargain
collectively, or engage in other concerted activity for mutual aid and protection. Furthermore, the
U.S. Constitution permits Congress whose operations have the capability to vitally affect interstate
commerce. Therefore, since Drake and Keeler's employer meets the criterion for coverage under the
LMRA by engaging in interstate commerce, thus, the particular employee right protected by section
7 of the LMRA is that they have been wrongfully discharged because of their protected, concerted
activities.
As stated by the National Labor Relations Board (n.d.) ... Show more content on Helpwriting.net ...
Essentially, Drake and Keeler both had openly stated that it was way too cold and the air was quite
drafty at their workstations near the open overhead door however, the supervisor refused and was
not willing to close the overhead door because the majority of the other employees wanted to leave
it open. Therefore, Drake and Keeler discussed their problem and acted in a concerted manner and
walked off the job for the remainder of the day to contend the cold temperature at their workstations.
This action fully discussed with their supervisor in hopes some action would have been taken to
remedy the situation in regards to their working conditions and is thereby protected by Section 7.
Furthermore, Sec. 8. [§ 158.] (a) acknowledges that, It is an unfair labor practice for an employer to
interfere with, restrain, or coerce employees in the exercise of the rights guaranteed in section 7
[section 157]. All the more this section of the LMRA precisely prohibits the discharge, constructive
discharge, suspension, layoff, fail to recall from layoff, demote, discipline, or take any adverse
action against the employee because of their protected concerted activities. Since the action of
Drake and Keeler is a protected concerted activity, it is protected under Section 7 and the action of
the employer is prohibited under Section 8. Section 7 of NLRA assures the employees the rights and
Section 8 makes the

Legal Status of Unions
The history of the American labor movement coincides with the development of labor unions in the
United States, from the initial local craft unions like the Federal Society of Journeyman
Cordwainers (shoemakers), to the formation of national unions such as the National Labor Union
(NLU) and the Knights of Labor, creation of the American Federation of Labor (AFL), and the
Congress of International Organizations (CIO), the merger of the AFL–CIO, and its breakup through
the defection of the national unions that formed the Change to Win (CTW) coalition (Fossum, 2012,
pp. 27–34, 53–54). Paralleling the union development was a series of national labor legislation:
Railway Labor Act (1926), ... Show more content on Helpwriting.net ...
While a labor political party could provide broader support for union members, it would not focus
on the primary concerns of labor members: wages, benefits, and working conditions (Fossum, 2012,
p. 28). While some believe establishment of a labor political party would benefit the labor
movement more than either the Republican or Democratic parties, the reality has never resulted in
an effective national labor political movement (Levitt, 1955). Even national union efforts have not
been entirely effective over time: the American Federation of Labor, the Congress of Industrial
Organizations, the merged AFL–CIO, and now the Change to Win coalition (Colorado State
University–Global Campus, 2014).
Leading Personalities in Labor Relations Contributing to the Definition of Labor Relations in the
United States
Leading personalities in the U.S. labor relations movement included Samuel Gompers (1850–1924),
who helped found and led the AFL for much of the period from 1886 until his death in 1924 (Online
Highways LLC, 2014), Eugene Debs (1855–1926), who led the American Railway Union through
many strikes and helped found the Industrial Workers of the World (Constantine, 1990), Walter
Reuther (1907–1970), who led the United Auto Workers starting in 1946 and was head of the CIO
and negotiated its merger with the AFL–CIO in 1955 (Featherstone, 2014), George Meany (1894–
1980), led the AFL from 1952 until he negotiated the AFL–CIO

Process For Settling Labor Management Disputes Peacefully
Throughout the last century the process for settling labor–management disputes peacefully is known
as collective bargaining, and was given statutory legitimacy in 1935 with the adoption of the
National Labor Relations Act (NLRA) (Boniface & Rashmi, 2013, Barrett, Cutcher–Gershenfeld,
Kochan, Ferguson, 2007, Cutcher–Gershenfeld & Kochan, 2004, Cutcher–Gershenfeld & McKersie,
2009, Post, 2009). The NLRA gave legal authority for employees to organize and join a union for
the purposes of collectively bargaining with their employer. Collective bargaining is typically when
one party (labor) will negotiate with the other party (management) to address working conditions,
wages, and hours. However, negotiations will almost always address topics ... Show more content
on Helpwriting.net ...
Additionally, section 8(d) details the obligations of each side during the collective bargaining
process. These obligations are the most specific guidelines that the NLRA provides in terms of the
negotiation process. They require both parties to meet at reasonable times, bargain in good faith in
regards to wages, hours, and working conditions, and clarify that neither of the parties are compelled
to agree to a proposal or concessions. The stipulations of section 8(d) are important in preserving the
essence of collective bargaining, ensuring that it doesn't become a meaningless exercise where only
one party participates in earnest, or both parties go through the motions without making serious
proposals that address the other party's concerns. The NLRA never specifically stated what type of
bargaining strategy must be utilized during negotiations. Knowing this, individual parties have the
ability to determine and implement the strategy and process that will best help them to achieve their
goals during the collective bargaining process. The NLRA literature outlines the various types of
bargaining processes that the parties may utilize (and which will ultimately affect the behavior of
each party). The two main bargaining processes that are used are distributive and integrative
(Cutcher–Gershenfeld & Kochan, 2004). In integrative bargaining, which is associated with
interest–based bargaining, each party seeks to find mutually beneficial

Child Labor Essay
"Seated on the rough boards and coated with black dust, the breaker boys bent over their work in
silence, banging away with their tiny mallets, gathering little piles of slate by their sides. Sean
Flannery was a "breaker boy" who longed to join his older brother and father down in the mines.
Breaker boys spent their time above ground pulling rocks and slate from coal cars as they rushed by.
To accomplish this task these young boys would sit on boards that hung over the coal chutes.
"Trapper Boys" opened the doors for speeding coal carts. Often young workers fell or were hit by
rushing carts." (Child labor, 1) Child labor through out history has been proven to affect child. Many
things have happened in the past, which ruined the lives of ... Show more content on Helpwriting.net
...
The only problem was that the cost of caring for the girls out weighed the amount that the girls
could make. Kirk Boott's estimate in 1827 that in six mills employing 1,200 people nine out of ten
of the operatives were females and only twenty were as old twelve or fourteen years old. The
children were often employed very young. These affect many of the children of from that era.
Children couldn't or write. "Furman Owens, 12 years old can't read and doesn't know his ABC's. He
said, "yes I want to learn, but can't when I work all the time" (The History place, 1)
When these children got old it made if very difficult for them to get a decent job because they were
so unqualified that no one would accept them. For many other children, however, if it wasn't the fact
that they couldn't read or they couldn't write, it was the facts that they couldn't perform the task do
to some permanent injury. Children grew up an couldn't work because when they were young they
lost a hand trying to get a gear un stuck from a machine, or they lost a leg because it got ran over by
a coal cart.
In 1904, the National Child Labor Committee was formed. Throughout the nineteen teens Congress
and the Supreme Court went back and fourth about child labor regulation. "It was until 1938 when
the Fair Labor Standards Act was passed that children were freed from their bondage of dangerous
work" (child labor, 1) This required the employers to pay child laborers the minimum wage. It also
limits the

Human Resources Questions Essay
1. The piecework system is more likely to succeed when all of the following are true except: a. units
of output can be easily measured. b. the quality of the product is critical. c. the job is fairly
standardized. d. a constant flow of work can be maintained. Answer: __b___ 2. States are permitted
to enact legislation prohibiting compulsory union membership as a condition of employment under:
a. Wagner Act b. Railway Labor Act c. Taft–Hartley Act d. Landrum–Griffin Act Answer: __c___ 3.
The requirements for federal contractors to take steps to ensure a drug–free workplace is found in: a.
the Occupational Safety and Health Act. b. the Drug–Free Workplace Act. c. Executive Order 11246.
d. the ... Show more content on Helpwriting.net ...
Will the assignment afford me the opportunity to learn a new language? c. How many executives
within my organization have a foreign–service assignment in their background? d. How long will
the assignment last? Answer: __c___ 17. In a peer–review board, employee representatives are: a.
appointed by the union b. appointed by management c. elected by co–workers d. selected by the
complainant Answer: __c___ 18. Employers may _____ their workforce to help them identify the
most valuable contributors. a. segment b. reorganize c. educate d. overhaul Answer: __a___ 19.
Compensation specialists recognize all the following generations of employees except: a.
Generation X b. Generation Y c. Boomers d. Synthesizers Answer: __d___ 20. Union membership
today is: a. on the rise. b. stable. c. on the decline d. fluctuating depending on the political makeup
of Congress. Answer: __c___ 21. The best method to capitalize on the benefits of video display
terminals while safeguarding employee health is: a. placing the computer monitor to the side of the
desk. b. placing the computer screen 4 to 9 inches below eye level. c. placing the computer screen
12 inches above eye level. d. adjusting the brightness and contrast controls on the screen to be as
high as possible. Answer: __b___ 22. Which of the following is not true? a. carpal tunnel syndrome
is a reportable case and must

Railway Labor Act Case Study
If the court shall determine that a part of the award is invalid on some ground or grounds designated
in this section as a ground of invalidity, but shall determine that a part of the award is valid, the
court shall set aside the entire award: Provided, however, That, if the parties shall agree thereto, and
if such valid and invalid parts are separable, the court shall set aside the invalid part, and order
judgment to stand as to the valid part. At the expiration of 10 days from the decision of the district
court upon the petition filed, as aforesaid, final judgment shall be entered in accordance with said
decision, unless during said ten days either party shall appeal therefrom to the court of appeals. In
such case only such portion of the record shall be transmitted to the appellate court as does
necessary to the proper ... Show more content on Helpwriting.net ...
This historic balance further serves to protect our nation's economy and the public from untoward
interruptions of interstate commerce and the related economic constrictions while still permitting the
full range of collective bargaining opportunities. For those important reasons, Congress has not
revised the RLA substantively for over 28 years – not since the still controverted 1981 legislation,
which established a new section 159a to the Act. That new provision addressed collective bargaining
disputes at public commuter railroads. Most RLA dispute resolution experts consider the 1981
amendment to the Act to be counterproductive, as well as regarding with misgiving other proposed
substantive revisions to the RLA's statutory processes or extent of coverage which would disturb the
historically balanced protections afforded by the Act for our nation's airline and railroad industries
and the broader public interest which they

The RLA Or The Railway Labor Act
The RLA or the Railway Labor Act is applied to "rail and air carriers and their non– managerial
employees". (Fossum, 1979, pg.64) It's purposes include "avoiding service interruptions, eliminating
any restrictions on joining a union, guaranteeing the freedom of employees in any matter of self–
organization, providing for prompt dispute settlement and enabling prompt grievance settlement".
The RLA allows employers to vote an organization to exclusively represent them for negotiations
aimed at reaching conditions that would improve working conditions. Unlike other private or public
sector labor laws, contract negotiations under RLA continues to be in effect, despite passing the
amendment date until a new agreement is reached by the committee. (Fossum,1979, pg.64) The ...
Show more content on Helpwriting.net ...
They are various employer tactics that interfere with employee's "freedom of choice in being
represented by their chosen advocates". Unions may not try to influence management to discipline
employees who did not join the union or refuse to represent employees because they are not union
members. Some differences include that unions may not demand or require that an employer take
action against an employer for any reason. A failure to pay union dues is an exception to this rule.
Unions are also not allowed to force individuals to pay excessive initiation fees for union
membership. In management, employers and unions may negotiate contract clauses requiring union
membership as a condition of continued employment, also known as a union shop agreement. Also,
employers may not refuse to bargain with an union over issues of pay, hours or other terms and
conditions of employment. Furthermore, unions may not influence employees in the exercise of
Section 7 rights. Meanwhile, in management an employer may not interfere with an employee
engaging in any activity protected by Section 7. (Fossum,

Strikes And Alternative Forms Of Coping Essays
Strikes and Alternative Forms of Coping
Are strikes the most beneficial way of resolving labour – management conflict? Or are alternative
forms of coping more beneficial?. Throughout this paper I will attempt to answer these questions by,
first giving a description of each of these forms of coping. Then I will examine the effects, both
positive and negative, that each of these forms of coping has on the collective bargaining process as
well as the labor – management relationship. Finally I will compare the effectiveness of strikes as
opposed to the effectiveness of alternative forms of coping.
A strike occurs when unionized workers collectively agree to stop working in order to ... Show more
content on Helpwriting.net ...
Secondly, they can fire anyone who takes part in sabotage or violence during a strike. Third, they
can discontinue benefits during a strike, and they do not have to follow the old agreement, they can
change the terms and conditions of employment until a new agreement is reached. The benefits of
striking include higher wages, more benefits, better working conditions, etc... There is also a
negative side to striking. If management decides to hire replacement workers during your absence,
you may not have a job to return to. Management may be prepared to leave you on strike for long
periods of time, for example, Federated
Co–Op allowed the workers in Nipawan to stay on strike for seven years. Also during a strike you
are not receiving a paycheck, unions usually try to pay strikers, but this is usually a fraction of your
old paycheck. Finally during a long strike, the company may have not been able to meet its orders
and may have lost business, this could lead to layoffs when a settlement is reached. Strikes are most
common among highly skilled workers, because they possess a lot of strike power. Strike power is
what it would cost management if you went on strike. If you are a worker at a fast food restaurant
you possess very little strike power because in the event of a strike you could easily be replaced. But
if you have a highly skilled job, it will cost management to hire and train someone to replace you.
Striking does not, in most cases, alter the labor –

The Female Employer May Sue For Emotional Distress
The female employer may sue for emotional distress. Prior to suing, she must show that she filed
with the federal or state EEOC. Depending on her state, she may also be required to file with her
local Fair Employment Practices Agency (FEPA). The female employer could file a Workers '
Compensation claim. In the Supreme Court of Virginia. Ms Butler filed a workman 's comp claim,
Butler v. Southern States Coop. Inc., __ Va. __, 620 S.E.2d 768 (Nov. 4, 2005), stating among other
things, her employer was responsible for the emotional distress when a co–worker grabbed her and
tried to kiss her while conducting business duties. However Ms. Butler lost her case, with the courts
stating the workers ' compensation law does not cover distress, due to sexual harassment. Workers '
Compensation is a law that compensates employees when they are injured while working. A
company with three employees are less are usually exempt. The employee does not have to prove it
was the fault of the employer to receive the compensation. In workers ' comp claims, the employer
is not able to use contributory negligence, assumption of risk, and the fellow–servant rule to their
defense. Also, the injury has to be work–related. Even if the accusation of sexual harassment could
not be proven, the company would not have been liable for Marwan 's actions. Marwan was of a
"seniority" position, which exempts Studio Five from liability regarding sexual harassment. Had
Marwan been a non–supervisory

The Transcontinental Railroad Network Connected The East...
The Transcontinental Railroad network connected the East and the West coasts; it was completed on
May 10, 1869. It increased America's imports and exports, as well as generated a national interest in
tourism; however, the construction of such project encountered a series of issues. These ranged from
corruption, the reluctant choice to hire Chinese workers and environmental obstacles. Thanks to the
vision of some individuals and the authorization of President Abraham Lincoln, the Transcontinental
Railroad became a reality; once the project was completed it connected the entire country and
increased production for both the Pacific and the Atlantic. Thirty years after the first locomotives
arrived from Britain in early 1830's, "railroads ... Show more content on Helpwriting.net ...
Before the construction began railroads only reached as far as St Louis Missouri. Some local
businesses already benefited dramatically from the railroad networks; such was the case with the
state of Texas, as it reentered the Union after the Civil War ended, this was because "A longhorn
worth $3 in Texas might command $40 at Sedalia, [Missouri]." As a result, the era of cowboys
roaming through the Great Plains escorting livestock was gone, since Railroad networks presented a
cheaper, quicker and more lucrative method of transporting livestock to the north. There were two
companies tasked with the construction of the Transcontinental Railroad, the Union Pacific working
from the East coast and the Central Pacific working from the West coast, the concept was for these
two companies to meet somewhere in the middle. Greed became a significant factor amongst both
the Union and Central Pacific Railroad companies because constructing one mile of tracks would
generate $32,000 in profit; this led the Union Pacific to request to unnecessarily lengthen the route
in order to increase its profit. While the Central Pacific "award[ed] the construction and supplies
contract to one of their [four] own[ers]," soon after his resignation from the corporation in an
attempt to cover their lucrative interests. The Central Pacific

Minimum Wage Is An Issue That Is Causing Uproar Amongst...
Yimaj Sherif
ENG 1520
Dr.James
16 August 2015
Minnsincsndcdcsdc
Minimum wage is an issue that is causing uproar amongst working class citizens. For many
workers, a simple increase of 30% in the federal minimum wage could be the difference between
living in or out of poverty. Over the past few decades there have been countless increases in salaries,
although none of those went to people who actually needed it. To this day the rich continue to get
richer, vastly increasing their wealth, while the poor are struggling to provide basic necessities such
as food, shelter, and clothing. While the rich keep get richer and the poor continue getting poorer,
we have seen a decrease in the middle class; median income has turned into upper or lower middle
class. Establishing legislation that provides workers with a wage that is able to sustain simple
necessities is necessary, it would provide ample support for those who may not have been able to
afford living to take a step away from poverty and move into the middle class.
The minimum wage was set with the passage of The Fair Labor Standards Act of 1938 (FLSA). Its
initial price point was $0.25 per hour, and it has been raised twenty–two times since. It allowed for
federal protections against employers like minimum wage, overtime pay for time worked over a set
number of hours in a workweek, restrictions on the employment of children, and recordkeeping
requirements (uc davis). "In that year, the act applied to industries whose

How Did The Transcontinental Railroad Impact Westward...
"In 1862 President Abraham Lincoln signed the Pacific Railroad Act into law. The act said that there
were two main railroad lines. The Central Pacific Railroad would come from California and the
Union Pacific Railroad would come from the Midwest. The two railroads would meet somewhere in
the middle."(Ducksters). Seven years later the Transcontinental Railroad is finished and you can
now travel across the country with ease. The Transcontinental Railroad has impacted positive
Westward expansion because The Transcontinental Railroad helped people move west and create
jobs, The Transcontinental Railroad was the cheapest and fastest way to get westward, and The
Transcontinental Railroad set the foundation for moving westward in the United States.
After the completion of the Transcontinental Railroad people started to turn westward but what
would they do when they got west? Well with the construction of the railroad complete people
starting to build cities along the railroads they so they could attract people or because of the gold
rush they could easily transport their gold back east. According to an 11th grade history teacher "The
success of a boomtown was completely dependent on whether or not the railroad ran through the
area." (United). According to this quote the boomtowns were built near the railroad and with these
boomtowns coming out of nowhere in the west they are going to be building businesses and every
business needs workers. According to Robert Whaples and U.S.

The Complex Subject of Minimum Wage in Our Economy
The legally established minimum wage is a complex aspect of our economy. On the surface, the idea
is simple: the minimum wage fixes the minimum hourly amount an employer must pay his
employee. But at a deeper level, calculating the economic impact of a minimum wage is a
challenging task full of projections and speculations, and with this uncertainty comes contentious
political debate. Economic liberals argue that the minimum wage should be aggressively raised,
while conservatives argue that it should remain at its current state.
Ultimately, a combination of historical evidence, economic analysis, and an understanding of
psychology suggest that we should not raise the minimum wage. The minimum wage makes low–
skill work less affordable to employers, meaning that fewer people can be hired. Since work
experience is a vital part of building a successful career, this means that fewer people will have the
opportunity to move up the economic ladder. Rather than institute a simple, short–term minimum
wage increase, extensive training programs should be implemented to help give low–skill workers
real–world knowledge and skills. Likewise, employers should be granted tax incentives for hiring
more employees.
The minimum wage has had an effect upon our economy for over 75 years. When the Fair Labor
Standards Act was signed into law by President Franklin Delano Roosevelt in 1938, it set a federal
minimum wage, stipulations for overtime, and minimum working conditions for child labor

Understanding Labor Relations And Collective Bargaining
Understanding Labor Relations and Collective Bargaining In the video, "Understanding Labor
Relations and Collective Bargaining", Donald Carty, CEO of American Airlines at that time,
expresses the disappointment of the many executives in a union environment face in regards to labor
costs. Shortly after this video, Mr. Carty had announced executive–retention bonuses and pension
protection right after most union members had already voted to accept over $1 billion worth of wage
and benefit concessions (Zellner, 2003). Needless to say, this didn't brief too well to the point that
two of the three unions were calling for new votes (Zellner, 2003). Mr. Carty claimed that it was
merely to keep the company out of bankruptcy. So, if the labor costs were part of American Airlines
restructuring before the contract negotiations as Mr. Carty had stated, what other preparations would
have the company took prior to the negotiation process? What federal government agencies were
involved in the labor relations? And what type of response would be expected from the unions that
represent American Airlines employees after comments such as the ones Mr. Carty stated?
Preparations Prior to a Negotiation Process "Preparation for any negotiation should start with a
number of steps designed to develop your negotiating strategy" (Lynn, 2002). The company should
have reviewed union agendas from previous negotiations, if there were any. This would have
allowed them to analyze arguments made by both

Human Resources And Human Resource Management
Human Resources Defined As a Salon Owner you may have heard the term Human Resources as
these departments started showing up in small to large companies in the late 1960's. The purpose of
these departments was to have specialists that advised their Corporate Management staff on
everything from hiring to performance management. Normally the department would be headed up
by a person who was qualified, experienced and had formal education in Human Resource
Management from an accredited college or university. Larger corporations often have an HR
Executive, usually reporting directly to the President. This position is responsible for the oversight
of the HR Department and has staff members called HR Generalists to assist in supporting the ...
Show more content on Helpwriting.net ...
It is our intention, in this section of this manual, to educate you on how you can hire effectively,
maintain a positive and productive work environment and to provide you with a general awareness
of the state and federal laws that affect your business. Disclaimer It is not the intention of Stylogix,
Inc. to give you the Salon Owner any general or legal advice as it pertains to the laws of
employment of your staff members, as they pertain to hiring, wages and compensation, employee
warnings and terminations, benefits, etc. These vary from state to state and it is always best to
consult with an attorney or other professionals who are qualified to advise you in these areas. If at
any time, any policy (or suggestion), procedure, rule or regulation of this Stylogix manual is in
conflict with, or in violation of, any Federal, State, County or City law, those laws will govern and
your policy should be changed accordingly. Open Door Policy Many companies incorporate an
"open door" policy for any questions, concerns or ideas an employee may have regarding issues that
may affect their work. This policy states that "open communication" is welcomed and not
discouraged. It is our belief that each of our Salon Owners should set up similar policies stated both
verbally and in writing to all of their employees. This simply means that should your employees
have any concerns they

Bargaining Agreements : A Collective Bargaining Agreement
The culmination of a collective bargaining process is a collective bargaining agreement (CBA)
between employers and members of a labor union. In some instances, where firms hire contractors
who are under a different supervision regime from the bonafide employees of an organization, it
brings about complications in the formulation of collective bargaining agreements for the contractor
and organizational staff under an umbrella labor union covering both staff. Since a collective
bargaining agreement is a contractual agreement between employers and unionizable employees
covering a wide range of areas pertinent to the employer–employee relationship, it is subject to laws
that govern the labor practises at both state and federal government level and can therefore not
contravene the law by allowing what is expressly forbidden under state or federal law (Carrell, &
Heavrin, 2004). Question 2cA In October of the year 1995, the National Labor Relations Board
established the ground rules to govern the unionizable activities of a single employer with multiple
locations in relation to the labor union activities of the employees of the employer. In determining if
a requested worksite qualifies under the new rules, a single location had to be at least a mile from
the other work sites or locations, have minimal interchange with the other sites, have at least 15 unit
workers or employees, and have a statutory supervisor on site. If a work site of an employer who has
multiple locations

Legal, Safety, and Regulatory Issues Essay
Legal, Safety, and Regulatory Issues
HCS 341
April 4, 2011
Abstract
Legal, Safety, and regulatory issues all have a large impact on the human resources process as they
relate to the statement "Common sense and compassion in the workplace has been replaced by
litigation." In today's society litigations seem to be an increasing greatly, and administrators do their
best to create human resources processes that avoid any possible litigations on them and or their
organization.
I completely agree with the statement "common sense and compassion in the workplace has been
replaced by litigation." There has been an extremely large increase in the number of employees who
either sue or attempt to sue an organization and often out ... Show more content on Helpwriting.net
...
For this reason there are many employee–related regulations that have been created including but
not limited to workers' compensation laws, the social security act, Wagner Act, Fair Labor
Standards Act, Taft–Hartley Act, Landrum–Griffin Act, Equal Pay Act, Title VII of Civil Rights Act,
Executive Order 11246, Age Discrimination in Employment Act, Employee
Retirement Income Security Act, Vietnam–Era Veterans Readjustment Act, Pregnancy
Discrimination Act, Job Training Partnership Act, Consolidated Omnibus Budget Reconciliation
Amendment and Reemployment, Immigration Reform and Control Act,
Worker Adjustment and Retraining Act, Drug–free Workplace Act, Americans with Disabilities Act,
Civil Rights Act, Family and Medical Leave Act, Uniformed Services Employment and
Reemployment Rights Act, Health Insurance Portability and Accountability Act, Pension Protection
Act, Brynes Antistrike breaking Act, Coral mine health and Safety Act, Employee Polygraph
Protection Act, Immigration Act of 1990, Norris–La Guardia Act, Older Workers Protection Act of
1990, Railway Labor Act, in addition to many other employee related regulations that I have not
listed. The Department of Labor, the United States Equal Employment Opportunity Commission,
the Americans with Disability Act of 1990, and the Department of Homeland Security are a few of
the best known employee–related regulations that were created to ensure that the employees are
treated

Wage Theft in the Fast Food Industry
Imagine having to clock out mid–shift to prevent getting paid overtime, but not leaving for another
hour or two. Having to punch out for break but work through it, or having a paid vacation taken
away as if it never existed? Situations relative to these are reality and are classified as wage theft,
defined by the wage theft website as "a variety of infractions that occur when workers do not receive
their legally or contractually promised wages" (Wage Theft). The public is generally uneducated of
the concept of wage theft and the effects it has on our society, let alone what can be done about it.
The Wage Theft Prevention Act, an act established in 2011 by the state of New York, provides laws
protecting working citizens, and is an act that ... Show more content on Helpwriting.net ...
economy, in an industry that's making billions of dollars in record profits; and they're stealing from
the lowest income workers in this country. Is that right?!". It is true– workers of these restaurants do
not even make nearly enough to survive and are victims of wage theft while corporate workers make
millions more a year, caring less about what is happening to the workers below them.
In an article on AlterNet entitled "Fast–Food CEOs Making 1,200 Times Workers' Wages Have No
Idea What Their Greed Does To Employees" it revealed just how pathetic this industry really is. In
the article by Alyssa Figueroa, she stated that "In the past decade, fast–food CEOs' wages have
increased more than 400 percent, while workers' wages increased 0.3 percent". In a later statement,
"the average fast food CEO salary at $23.8 million in 2013 and the average worker salary at
$19,000". If we are a country that recognizes the issue of income inequality, why are we not doing
anything in relation to this issue? The article featured numerous testimonies including many
occurrences of wage theft. In a testimony by a woman named Marie Sanders, she states "I was 17
years old and I had problems at home, so I needed to budget my money in order to pay my expenses,
I just stumbled upon it. I would ask my manager for printouts of my time. And that's when I had
noticed that I had been clocked out for days that I did not take breaks. And it would be

The Fair Labor Standards Act Essay
The Fair Labor Standards Act The Fair Labor Standards Act (FLSA) was passed by Congress on
June 25th, 1938. The main objective of the act was to eliminate "labor conditions detrimental to the
maintenance of the minimum standards of living necessary for health, efficiency and well–being of
workers,"[1] who engaged directly or indirectly in interstate commerce, including those involved in
production of goods bound for such commerce. A major provision of the act established a maximum
work week and minimum wage. Initially, the minimum wage was $0.25 per hour, along with a
maximum workweek of 44 hours for the first year, 42 for the second year and 40 thereafter.
Minimum wages of $0.25 per hour were ... Show more content on Helpwriting.net ...
Wage Standards and Exemptions Covered nonexempt workers are entitled to a minimum wage of
not less than $5.15 an hour. Overtime pay at a rate of not less than one and one–half times their
regular rate of pay is required after 40 hours of work in a workweek. Wages required by FLSA are
due on the regular payday for the pay period covered. Who is Covered? All employees of certain
enterprises having workers engaged in interstate commerce, producing goods for interstate
commerce, or handling, selling, or otherwise working on goods or materials that have been moved
in or produced for such commerce are covered by FLSA. Employees of firms which are not covered
enterprises under FLSA still may be subject to its minimum wage, overtime pay, and child labor
provisions if they are individually engaged in interstate commerce or in the production of goods for
interstate commerce, or in any closely–related process or occupation directly essential to such
production. Recent Changes to FLSA The U.S Department of Labor (DOL) has strengthened
overtime rights for 6.7 million American workers, including 1.3 million salaried white–collar
employees who were denied overtime pay under previous rules.

Pros And Cons Of The Railway Labor Act
1. The Railway Labor Act is a law enacted by the federal government to ensure that key movement
of goods and services are not interrupted by worker / employer labor disputes. It would keep the
flow of goods and services going by ensuring that instead of strikes there would be arbitration and
mediation to resolve any labor disputes. The Railway Labor Act can strike only over major issues
but only after they have exhausted the arbitration and mediation process or the federal court could
involve themselves under the Norris–LaGuardia Act. If the workers did strike they would not lose
their jobs or positions but the employer could replace them with temporary workers. 5 general
purposes of the Railway labor Act? (RLA) Avoiding service interruptions Eliminating any
restrictions on joining a union Guaranteeing the freedom of employees in any matter of self–
organization ... Show more content on Helpwriting.net ...
The Federal Mediation and Conciliation Service (FMCS), was created under the Labor Management
Relations Act, to provide mediation services to all industry, community and government agencies.
Their main responsibility is to mediate labor disputes all around the country. They work to settle
labor disputes between unions and employers that could affect interstate commerce. The FMCS
provides natural arbitration which allows both side to present its case then the arbitrator decides the
outcome. They work with organizations in alternative dispute resolution techniques to allow workers
and employers to discuss problems. 6. Trade treaties are intended to increase the flow of goods and
services between markets while giving better access to those market in different countries. It can
increase economic growth in a country while increase competition between countries. Trade treaties
set a minimum labor standard to give fair access to countries that or considered a high–wage country
through international cooperation of unions that have a greater impact on its own country then
affecting international

Test 4 Essay
Question 1 2 out of 2 points The failure to reach agreement is called Correct Answer: an impasse.
Question 2 2 out of 2 points Under the Railway Labor Act (RLA), once the National Mediation
Board (NMB) declares an impasse, Correct Answer: parties enter into a 30–day cooling–off period.
Question 3 2 out of 2 points In _____, a neutral third party tries to assist the parties to reach an
agreement. Correct Answer: mediation Question 4 2 out of 2 points Bargainers are rewarded by their
constituencies for _____, while mediators are rewarded for ____. Correct Answer: getting the best
possible ... Show more content on Helpwriting.net ...
Correct Answer: The union reacts if it senses a result is inconsistent with its contract interpretation.
Question 22 2 out of 2 points Which of the following is one of the most frequently disputed issues in
contract administration? Correct Answer: Discipline imposed for infractions of rules Question 23 2
out of 2 points When an employee has repeatedly breached rules and been disciplined and the
employee's behavior does not change, employers and unions may implement a _____ in an attempt
to save the employee's job. Correct Answer: last chance agreement Question 24 2 out of 2 points
Disputes may arise over who performs what work. Such issues are related to Correct Answer: work
assignment. Question 25 2 out of 2 points Most contracts forbid supervisors to perform production
work except when Correct Answer: handling an emergency. Question 26 2 out of 2 points Which is
one of the few areas in which employees might be justified in unilaterally refusing a work
assignment they have a valid reason to believe could lead to injury? Correct Answer: Working
conditions Question 27 0 out of 2 points Arbitrators who hear cases involving grievances against
discipline for refusing to perform

The Wagner Act

Recommended

Recommended

More Related Content

More from Angela Weber

More from Angela Weber (20)

Recently uploaded

Recently uploaded (20)

The Wagner Act