How should organizations respond to the changing culture of social media? This presentation will cover recent cases involving social media and the NLRB, and discuss the implications of those decisions. Find out what organizations can do to protect themselves from harmful and expensive litigation.
This document discusses various aspects of human resources management for businesses, including contracts of employment, employees' rights, and resolving problems with employees. It provides details on writing employment contracts, statutory rights for employees, minimum wage laws, sick pay requirements, pension obligations, working hours regulations, and annual leave entitlements. The document is intended to help businesses understand their legal duties and obligations as employers to avoid noncompliance issues.
This document summarizes how Section 7 of the National Labor Relations Act applies to employer policies and related discipline. It begins by introducing the topic and its importance, as the NLRB increasingly rules on whether company policies unlawfully interfere with employees' Section 7 rights.
The document is divided into three sections. Section I provides background on Section 7 rights, such as the scope of protected concerted activities and what qualifies. Section II describes how the NLRB evaluates whether policy language chills Section 7 rights, focusing on explicitness, employee interpretation, application, external environment, and overbreadth. Section III will discuss discipline based on policies that infringe Section 7 rights.
This document defines key concepts in labor relations such as unions, types of unions, union objectives and principles, collective bargaining, strikes and lockouts. It describes the relationship between employers and unionized employees, and the roles of the NLRB and government in regulating this relationship and enforcing labor laws regarding unfair practices. Key aspects of collective bargaining agreements such as typical contract clauses, grievance procedures, and legally required benefits are also summarized.
Chapter 14 The Dynamics of Labor RelationsRayman Soe
This chapter discusses labor unions and the laws governing labor relations. It covers the major federal laws that provide the framework for labor relations such as the Railway Labor Act, the Norris-LaGuardia Act, the Wagner Act, the Taft-Hartley Act, and the Landrum-Griffin Act. The chapter describes the process of union organization, collective bargaining, and contract administration. It also examines the roles and strategies of unions and employers in labor relations.
This document discusses mechanisms for resolving industrial disputes in Nepal. It outlines the following:
- Individual disputes can be resolved through direct negotiation between the employer and employee, or through filing a complaint with the labor office.
- Collective disputes are resolved through negotiation between an industrial dispute committee representing the workers and the employer.
- If direct negotiation fails, disputes can be referred to conciliation at the labor office. The office has a deadline to facilitate an agreement.
- The document also provides context on international labor standards and ILO conventions related to dispute resolution and collective bargaining.
This document defines key terms related to labor relations such as labor relations, employer, and employee. It then discusses collective bargaining as a process where union representatives negotiate with management to determine wages, benefits, and work rules. The document outlines the collective bargaining process, which includes preparing, discussing issues, proposing options, bargaining, and reaching a settlement. It also discusses types of bargaining and issues typically addressed, such as wages, benefits, and administrative policies. Finally, it describes the functions of collective bargaining in facilitating social change and maintaining peace between labor and management.
Chapter 14 Labor Relations and Collective BargainingWisnu Dewobroto
This document summarizes key topics in labor relations and collective bargaining. It discusses the history of labor unions and legislation in the United States, including the Wagner Act, Taft-Hartley Act, and National Labor Relations Board. It also covers the unionization process, collective bargaining process, and critical issues currently facing unions such as declining membership.
This document discusses various aspects of human resources management for businesses, including contracts of employment, employees' rights, and resolving problems with employees. It provides details on writing employment contracts, statutory rights for employees, minimum wage laws, sick pay requirements, pension obligations, working hours regulations, and annual leave entitlements. The document is intended to help businesses understand their legal duties and obligations as employers to avoid noncompliance issues.
This document summarizes how Section 7 of the National Labor Relations Act applies to employer policies and related discipline. It begins by introducing the topic and its importance, as the NLRB increasingly rules on whether company policies unlawfully interfere with employees' Section 7 rights.
The document is divided into three sections. Section I provides background on Section 7 rights, such as the scope of protected concerted activities and what qualifies. Section II describes how the NLRB evaluates whether policy language chills Section 7 rights, focusing on explicitness, employee interpretation, application, external environment, and overbreadth. Section III will discuss discipline based on policies that infringe Section 7 rights.
This document defines key concepts in labor relations such as unions, types of unions, union objectives and principles, collective bargaining, strikes and lockouts. It describes the relationship between employers and unionized employees, and the roles of the NLRB and government in regulating this relationship and enforcing labor laws regarding unfair practices. Key aspects of collective bargaining agreements such as typical contract clauses, grievance procedures, and legally required benefits are also summarized.
Chapter 14 The Dynamics of Labor RelationsRayman Soe
This chapter discusses labor unions and the laws governing labor relations. It covers the major federal laws that provide the framework for labor relations such as the Railway Labor Act, the Norris-LaGuardia Act, the Wagner Act, the Taft-Hartley Act, and the Landrum-Griffin Act. The chapter describes the process of union organization, collective bargaining, and contract administration. It also examines the roles and strategies of unions and employers in labor relations.
This document discusses mechanisms for resolving industrial disputes in Nepal. It outlines the following:
- Individual disputes can be resolved through direct negotiation between the employer and employee, or through filing a complaint with the labor office.
- Collective disputes are resolved through negotiation between an industrial dispute committee representing the workers and the employer.
- If direct negotiation fails, disputes can be referred to conciliation at the labor office. The office has a deadline to facilitate an agreement.
- The document also provides context on international labor standards and ILO conventions related to dispute resolution and collective bargaining.
This document defines key terms related to labor relations such as labor relations, employer, and employee. It then discusses collective bargaining as a process where union representatives negotiate with management to determine wages, benefits, and work rules. The document outlines the collective bargaining process, which includes preparing, discussing issues, proposing options, bargaining, and reaching a settlement. It also discusses types of bargaining and issues typically addressed, such as wages, benefits, and administrative policies. Finally, it describes the functions of collective bargaining in facilitating social change and maintaining peace between labor and management.
Chapter 14 Labor Relations and Collective BargainingWisnu Dewobroto
This document summarizes key topics in labor relations and collective bargaining. It discusses the history of labor unions and legislation in the United States, including the Wagner Act, Taft-Hartley Act, and National Labor Relations Board. It also covers the unionization process, collective bargaining process, and critical issues currently facing unions such as declining membership.
Work involves using one's mental and physical abilities creatively for economic gain or livelihood. It allows for self-development while preserving human life through proper use of bodily faculties. Work is also meant to provide economic gain for the laborer in exchange for their labor. The Philippine constitution protects a worker's right to organize, engage in collective bargaining, and participate in policy decisions affecting their rights and benefits. Work is seen as both a natural duty to support oneself and promote life, as well as a personal duty not to be a burden on others.
Employee Rights Protected From Employer DiscriminationAshley Lott
According to the document, Section 7 of the NLRA protects employee rights from employer discrimination, including the right to form or join a union and engage in collective bargaining. Drake and Keeler were discharged for their protected concerted activity of discussing poor working conditions with their employer. Section 8 makes it an unfair labor practice for employers to interfere with protected employee rights. The document discusses the rights protected by Sections 7 and 8 of the NLRA.
The document discusses employment equity and affirmative action policies and how they were implemented at Defy Appliances Ltd in 1999, covering what employment equity and affirmative action are, how the policies work, obstacles faced in implementation, and the conclusion that the policies led to greater representation of designated groups in companies in South Africa. It provides details on the contents and implementation of South Africa's Employment Equity Act of 1998.
Under the employment at will doctrine, employers can terminate employees at any time for any reason. This leads to a lack of job security for employees. While employers have significant freedom to hire and fire, employees should still have some basic rights in the workplace such as freedom of speech, right to privacy, and protection from discrimination. When terminating an employee, employers must ensure they are not violating any anti-discrimination or other employment laws.
The document discusses unfair labour practices in India. It defines fairness and its ambiguity. It outlines the background of labour practices and relationships between employers and employees. It then discusses various types of unfair conduct by employers, including refusal to promote, unfair suspension, disciplinary actions, and treating workers as casuals to deprive them of permanent status. It provides examples from court cases where certain employer actions were found to constitute unfair labour practices. Schedules from the Maharashtra Recognition of Trade Unions Act and Industrial Disputes Act define unfair labour practices of employers, employees, and trade unions.
The document discusses supportive employment as established by the Rehabilitation Act Amendments of 1986 as a replacement for sheltered workshops. Supportive employment provides competitive work in integrated settings aligned with individual strengths, priorities, abilities, and interests. The three main elements are paid work of over 20 hours per week, placement with no more than eight other employees with disabilities, and follow-along assessments. The amendments provided grants to establish supportive employment programs to help state agencies implement these services. Occupational therapy played an important role in work-based rehabilitation due to its focus on work as an intervention goal.
Industrial relations involve the complex relationships between workers, managers, and the government within an industry. It is an important art that involves cooperation between different parties for the purpose of production. Key aspects of industrial relations include collective bargaining between unions and management, dispute resolution mechanisms, and government laws and policies that establish an framework for employment relationships. Effective industrial relations can promote industrial peace, productivity, and democracy.
Chapter 13Employees Rights and DisciplineCopyrigEstelaJeffery653
This chapter discusses employee rights and discipline. It covers employee privacy rights, employer surveillance, disciplinary policies, and alternative dispute resolution methods. Employee rights include protection from unfair disciplinary actions and privacy of personal files and communications. However, employers have responsibilities to maintain a safe and productive work environment. This can create conflicts with employee rights. The chapter explores areas where these conflicts may arise, such as with drug testing, email monitoring, and employee searches. It also discusses disciplinary procedures and policies that aim to correct unacceptable behavior rather than punish employees.
The document discusses key aspects of labor laws and employee-employer relationships under Philippine law. It begins by introducing labor laws and their importance in regulating relations between workers and employers. It then examines some key labor law concepts like management prerogative, participative management, and compassionate justice. The document also analyzes relevant provisions of the 1987 Philippine Constitution and labor law cases to illustrate principles of labor law and jurisprudence in the Philippines.
need feedbac to 4 posts below..no format or anything ..just copy and.docxlea6nklmattu
need feedbac to 4 posts below..no format or anything ..just copy and pase theposte and post reply after each post..
at least 3- sentenc will begreat..no sources needed...DUE in 4 hours...if u cantg coplete in time..dont waste my time thanks
POST 1:
The National Labor Relations Act of 1935 established that employees have the right to join a union, collectively bargain through chosen representatives, go on strike, and also refrain from union activity (Seaquist, 2015). What this means is that employees now had the ability to negotiate wages that would allow them to cover their expenses. They could also negotiate working conditions and benefits. The NLRA also gave workers traction. They now had the ability to have leverage in negotiations. If terms could not be met, employees could strike to apply pressure to the organization to meet its terms or at least come back with a better offer. Previously all of this leverage only rested with employers. If you did not like your working conditions, or maybe started trying to get employees to join together, employers could get rid of you. By its nature, the NLRA protected people in these situations. Most of the things we enjoy as far as safety, competitive wages, and benefits can be drawn directly back to the NLRA.
POST 2:
Federal legislation was and has been a huge part of union and employer regulating. “Congress amended the Sherman Antitrust Act with the Clayton Antitrust Act of 1914, a federal statute that added language specifically excluding labor unions from being deemed a combination or conspiracy. Unions and labor leaders alike heralded the Clayton Act. Gompers declared it the “industrial Magna Carta upon which the working people will rear their construction of industrial freedom” (Seaquist, 2015). I do think that labor groups would have evolved, but it would have taken longer and they probably wouldn’t have had much of the protection that they had with big government coming in to help regulate how organizations had/have to treat employees. Establishing and maintaining strength the way they have over the years couldn’t have happened by themselves. “The National Labor Relations Act set up a framework of protection for labor unions, only to be tempered by Taft-Hartley, which outlawed closed shops, and Landrum-Griffin, which held unions more accountable. Public unions were recognized but then saw much of their power diminished when Reagan fired all of the striking air traffic controllers and replaced them. The many strikes in the private sector led to greater negative opinion among the American public about unions in general” (Seaquist, 2015).
PST 3:
In today's world everyone needs to keep up with what is going on technology wise. The NLRA has strict rules about employers and employees conversing with one another and they describe this as coercion, surveillance and interrogation. In this comment alone 'While workers may initiate the idea of unionizing in discussions and meetings among t.
The Pros And Cons Of Collective BargainingChristy Davis
The document discusses collective bargaining, which establishes negotiation between workers and employees regarding salaries, work hours, healthcare, and other terms. It allows workers to unionize and protects them from employer interference. Collective bargaining aims to improve working conditions and compensation relative to the past when workers faced long hours, unsafe conditions, and low pay. The nature of collective bargaining has evolved over time. It also discusses some disadvantages of collective bargaining such as potential limitations on the right to strike.
The document discusses work and human rights standards. It defines work and outlines rights recognized in international agreements like the right to work. Work provides an opportunity to earn a living and contribute to society. Government has obligations to respect, protect, and fulfill each person's access to work. The right to work does not guarantee an adequate living standard on its own but recognizes each individual's entitlement to earn one. The document also covers related topics like wages, unions, strikes, duties of employees and employers under Philippine law.
The document provides an overview of the National Labor Relations Act and key Supreme Court cases related to labor law and unions. It discusses the establishment of the NLRB, rights of employees to organize unions and engage in collective bargaining, and limitations on those rights established by right-to-work laws and Supreme Court decisions. The document also outlines strategies for employers regarding union organizing efforts.
Trade Union Freedom Fact Sheet Cnv InternationaalCNV Vakcentrale
The right to organise in trade unions is a fundamental labour and human right. Yet, in many countries, workers attempt many barriers to organizing. Although the right to organise in trade unions is a fundamental labour and human right. This is usually referred to as: The right to free association in trade unions. Additionally, every individual has the right to collective bargaining over employment conditions. These rights are laid down in national and international legislation and regulations. Such as the International Labour Organization (ILO) conventions, or OECD Guidelines for Multinational Enterprises.
Engaging in a meaningful dialogue
Why is trade union freedom so important? First, to improve labour conditions it is crucial to engage in a meaningful dialogue on factory, sectoral, and even national level. On behalf of their members. Independent trade unions negotiate with employers or their representatives on collective employment conditions, which subsequently are laid down in collective labour agreements. Such working conditions may refer to salary, remuneration, working hours and rest periods. Usually, individuals are not able to reach such agreements, where trade unions are successful.
This fact sheet has been developed for the WellMade project, a project designed to provide both people working in European fashion brands as well as procurement officers within companies and organisations with an understanding of the most important labour issues in the supply chain.
The partners would like to acknowledge the generous support of the European Union in making WellMade possible. This website reflects the views only of the authors, and the Commission cannot be held responsible for any use which may be made of the information contained therein.
More information:
http://www.wellmade.org
https://www.cnvinternationaal.nl/
The document discusses industrial disputes in India. It defines an industrial dispute and outlines some of the major causes, including demands for higher wages, better working conditions, and labor welfare benefits. It also describes the role of the Industrial Disputes Act and Central Industrial Relations Machinery in investigating disputes, promoting harmonious dispute resolution, and ensuring fair practices between employers and employees.
Labour Laws is the “Body of Laws, Administrative Rulings & Precedents” which address the Relationship between & among “Employers, Employees & Labour Organizations”, often dealing with issues of Public Law”.
The terms Labour Laws & Employment Laws, are often interchanged in the usage. Labour Laws different from Emplyment Laws which deal only with employment contracts and issues regarding employment and workplace discrimination & other private Law issues.
It is the field of law that defines the relationship between employer and their employees, as well as certain third parties, in connection with employment.
It establishes the rights of each parties and determines their duties and obligations. It also defines the role of government.
The Social Contract Between Corporation & Employees Talha Jalal
The social contract between corporations and employees has traditionally been one of employment-at-will, allowing employers to fire employees without cause and employees to quit whenever they choose. However, federal and state laws have increasingly limited this doctrine by protecting employees from discrimination and requiring minimum wages and benefits. State courts have also upheld employees' rights to legal action if fired for reasons that violate public policy, such as refusing to commit a crime or not being allowed to perform jury duty. Additionally, California courts have ruled that long-term employees with good performance reviews and assurances from their employer cannot be arbitrarily fired without just cause.
Skybuffer SAM4U tool for SAP license adoptionTatiana Kojar
Manage and optimize your license adoption and consumption with SAM4U, an SAP free customer software asset management tool.
SAM4U, an SAP complimentary software asset management tool for customers, delivers a detailed and well-structured overview of license inventory and usage with a user-friendly interface. We offer a hosted, cost-effective, and performance-optimized SAM4U setup in the Skybuffer Cloud environment. You retain ownership of the system and data, while we manage the ABAP 7.58 infrastructure, ensuring fixed Total Cost of Ownership (TCO) and exceptional services through the SAP Fiori interface.
HCL Notes und Domino Lizenzkostenreduzierung in der Welt von DLAUpanagenda
Webinar Recording: https://www.panagenda.com/webinars/hcl-notes-und-domino-lizenzkostenreduzierung-in-der-welt-von-dlau/
DLAU und die Lizenzen nach dem CCB- und CCX-Modell sind für viele in der HCL-Community seit letztem Jahr ein heißes Thema. Als Notes- oder Domino-Kunde haben Sie vielleicht mit unerwartet hohen Benutzerzahlen und Lizenzgebühren zu kämpfen. Sie fragen sich vielleicht, wie diese neue Art der Lizenzierung funktioniert und welchen Nutzen sie Ihnen bringt. Vor allem wollen Sie sicherlich Ihr Budget einhalten und Kosten sparen, wo immer möglich. Das verstehen wir und wir möchten Ihnen dabei helfen!
Wir erklären Ihnen, wie Sie häufige Konfigurationsprobleme lösen können, die dazu führen können, dass mehr Benutzer gezählt werden als nötig, und wie Sie überflüssige oder ungenutzte Konten identifizieren und entfernen können, um Geld zu sparen. Es gibt auch einige Ansätze, die zu unnötigen Ausgaben führen können, z. B. wenn ein Personendokument anstelle eines Mail-Ins für geteilte Mailboxen verwendet wird. Wir zeigen Ihnen solche Fälle und deren Lösungen. Und natürlich erklären wir Ihnen das neue Lizenzmodell.
Nehmen Sie an diesem Webinar teil, bei dem HCL-Ambassador Marc Thomas und Gastredner Franz Walder Ihnen diese neue Welt näherbringen. Es vermittelt Ihnen die Tools und das Know-how, um den Überblick zu bewahren. Sie werden in der Lage sein, Ihre Kosten durch eine optimierte Domino-Konfiguration zu reduzieren und auch in Zukunft gering zu halten.
Diese Themen werden behandelt
- Reduzierung der Lizenzkosten durch Auffinden und Beheben von Fehlkonfigurationen und überflüssigen Konten
- Wie funktionieren CCB- und CCX-Lizenzen wirklich?
- Verstehen des DLAU-Tools und wie man es am besten nutzt
- Tipps für häufige Problembereiche, wie z. B. Team-Postfächer, Funktions-/Testbenutzer usw.
- Praxisbeispiele und Best Practices zum sofortigen Umsetzen
Have you ever been confused by the myriad of choices offered by AWS for hosting a website or an API?
Lambda, Elastic Beanstalk, Lightsail, Amplify, S3 (and more!) can each host websites + APIs. But which one should we choose?
Which one is cheapest? Which one is fastest? Which one will scale to meet our needs?
Join me in this session as we dive into each AWS hosting service to determine which one is best for your scenario and explain why!
Work involves using one's mental and physical abilities creatively for economic gain or livelihood. It allows for self-development while preserving human life through proper use of bodily faculties. Work is also meant to provide economic gain for the laborer in exchange for their labor. The Philippine constitution protects a worker's right to organize, engage in collective bargaining, and participate in policy decisions affecting their rights and benefits. Work is seen as both a natural duty to support oneself and promote life, as well as a personal duty not to be a burden on others.
Employee Rights Protected From Employer DiscriminationAshley Lott
According to the document, Section 7 of the NLRA protects employee rights from employer discrimination, including the right to form or join a union and engage in collective bargaining. Drake and Keeler were discharged for their protected concerted activity of discussing poor working conditions with their employer. Section 8 makes it an unfair labor practice for employers to interfere with protected employee rights. The document discusses the rights protected by Sections 7 and 8 of the NLRA.
The document discusses employment equity and affirmative action policies and how they were implemented at Defy Appliances Ltd in 1999, covering what employment equity and affirmative action are, how the policies work, obstacles faced in implementation, and the conclusion that the policies led to greater representation of designated groups in companies in South Africa. It provides details on the contents and implementation of South Africa's Employment Equity Act of 1998.
Under the employment at will doctrine, employers can terminate employees at any time for any reason. This leads to a lack of job security for employees. While employers have significant freedom to hire and fire, employees should still have some basic rights in the workplace such as freedom of speech, right to privacy, and protection from discrimination. When terminating an employee, employers must ensure they are not violating any anti-discrimination or other employment laws.
The document discusses unfair labour practices in India. It defines fairness and its ambiguity. It outlines the background of labour practices and relationships between employers and employees. It then discusses various types of unfair conduct by employers, including refusal to promote, unfair suspension, disciplinary actions, and treating workers as casuals to deprive them of permanent status. It provides examples from court cases where certain employer actions were found to constitute unfair labour practices. Schedules from the Maharashtra Recognition of Trade Unions Act and Industrial Disputes Act define unfair labour practices of employers, employees, and trade unions.
The document discusses supportive employment as established by the Rehabilitation Act Amendments of 1986 as a replacement for sheltered workshops. Supportive employment provides competitive work in integrated settings aligned with individual strengths, priorities, abilities, and interests. The three main elements are paid work of over 20 hours per week, placement with no more than eight other employees with disabilities, and follow-along assessments. The amendments provided grants to establish supportive employment programs to help state agencies implement these services. Occupational therapy played an important role in work-based rehabilitation due to its focus on work as an intervention goal.
Industrial relations involve the complex relationships between workers, managers, and the government within an industry. It is an important art that involves cooperation between different parties for the purpose of production. Key aspects of industrial relations include collective bargaining between unions and management, dispute resolution mechanisms, and government laws and policies that establish an framework for employment relationships. Effective industrial relations can promote industrial peace, productivity, and democracy.
Chapter 13Employees Rights and DisciplineCopyrigEstelaJeffery653
This chapter discusses employee rights and discipline. It covers employee privacy rights, employer surveillance, disciplinary policies, and alternative dispute resolution methods. Employee rights include protection from unfair disciplinary actions and privacy of personal files and communications. However, employers have responsibilities to maintain a safe and productive work environment. This can create conflicts with employee rights. The chapter explores areas where these conflicts may arise, such as with drug testing, email monitoring, and employee searches. It also discusses disciplinary procedures and policies that aim to correct unacceptable behavior rather than punish employees.
The document discusses key aspects of labor laws and employee-employer relationships under Philippine law. It begins by introducing labor laws and their importance in regulating relations between workers and employers. It then examines some key labor law concepts like management prerogative, participative management, and compassionate justice. The document also analyzes relevant provisions of the 1987 Philippine Constitution and labor law cases to illustrate principles of labor law and jurisprudence in the Philippines.
need feedbac to 4 posts below..no format or anything ..just copy and.docxlea6nklmattu
need feedbac to 4 posts below..no format or anything ..just copy and pase theposte and post reply after each post..
at least 3- sentenc will begreat..no sources needed...DUE in 4 hours...if u cantg coplete in time..dont waste my time thanks
POST 1:
The National Labor Relations Act of 1935 established that employees have the right to join a union, collectively bargain through chosen representatives, go on strike, and also refrain from union activity (Seaquist, 2015). What this means is that employees now had the ability to negotiate wages that would allow them to cover their expenses. They could also negotiate working conditions and benefits. The NLRA also gave workers traction. They now had the ability to have leverage in negotiations. If terms could not be met, employees could strike to apply pressure to the organization to meet its terms or at least come back with a better offer. Previously all of this leverage only rested with employers. If you did not like your working conditions, or maybe started trying to get employees to join together, employers could get rid of you. By its nature, the NLRA protected people in these situations. Most of the things we enjoy as far as safety, competitive wages, and benefits can be drawn directly back to the NLRA.
POST 2:
Federal legislation was and has been a huge part of union and employer regulating. “Congress amended the Sherman Antitrust Act with the Clayton Antitrust Act of 1914, a federal statute that added language specifically excluding labor unions from being deemed a combination or conspiracy. Unions and labor leaders alike heralded the Clayton Act. Gompers declared it the “industrial Magna Carta upon which the working people will rear their construction of industrial freedom” (Seaquist, 2015). I do think that labor groups would have evolved, but it would have taken longer and they probably wouldn’t have had much of the protection that they had with big government coming in to help regulate how organizations had/have to treat employees. Establishing and maintaining strength the way they have over the years couldn’t have happened by themselves. “The National Labor Relations Act set up a framework of protection for labor unions, only to be tempered by Taft-Hartley, which outlawed closed shops, and Landrum-Griffin, which held unions more accountable. Public unions were recognized but then saw much of their power diminished when Reagan fired all of the striking air traffic controllers and replaced them. The many strikes in the private sector led to greater negative opinion among the American public about unions in general” (Seaquist, 2015).
PST 3:
In today's world everyone needs to keep up with what is going on technology wise. The NLRA has strict rules about employers and employees conversing with one another and they describe this as coercion, surveillance and interrogation. In this comment alone 'While workers may initiate the idea of unionizing in discussions and meetings among t.
The Pros And Cons Of Collective BargainingChristy Davis
The document discusses collective bargaining, which establishes negotiation between workers and employees regarding salaries, work hours, healthcare, and other terms. It allows workers to unionize and protects them from employer interference. Collective bargaining aims to improve working conditions and compensation relative to the past when workers faced long hours, unsafe conditions, and low pay. The nature of collective bargaining has evolved over time. It also discusses some disadvantages of collective bargaining such as potential limitations on the right to strike.
The document discusses work and human rights standards. It defines work and outlines rights recognized in international agreements like the right to work. Work provides an opportunity to earn a living and contribute to society. Government has obligations to respect, protect, and fulfill each person's access to work. The right to work does not guarantee an adequate living standard on its own but recognizes each individual's entitlement to earn one. The document also covers related topics like wages, unions, strikes, duties of employees and employers under Philippine law.
The document provides an overview of the National Labor Relations Act and key Supreme Court cases related to labor law and unions. It discusses the establishment of the NLRB, rights of employees to organize unions and engage in collective bargaining, and limitations on those rights established by right-to-work laws and Supreme Court decisions. The document also outlines strategies for employers regarding union organizing efforts.
Trade Union Freedom Fact Sheet Cnv InternationaalCNV Vakcentrale
The right to organise in trade unions is a fundamental labour and human right. Yet, in many countries, workers attempt many barriers to organizing. Although the right to organise in trade unions is a fundamental labour and human right. This is usually referred to as: The right to free association in trade unions. Additionally, every individual has the right to collective bargaining over employment conditions. These rights are laid down in national and international legislation and regulations. Such as the International Labour Organization (ILO) conventions, or OECD Guidelines for Multinational Enterprises.
Engaging in a meaningful dialogue
Why is trade union freedom so important? First, to improve labour conditions it is crucial to engage in a meaningful dialogue on factory, sectoral, and even national level. On behalf of their members. Independent trade unions negotiate with employers or their representatives on collective employment conditions, which subsequently are laid down in collective labour agreements. Such working conditions may refer to salary, remuneration, working hours and rest periods. Usually, individuals are not able to reach such agreements, where trade unions are successful.
This fact sheet has been developed for the WellMade project, a project designed to provide both people working in European fashion brands as well as procurement officers within companies and organisations with an understanding of the most important labour issues in the supply chain.
The partners would like to acknowledge the generous support of the European Union in making WellMade possible. This website reflects the views only of the authors, and the Commission cannot be held responsible for any use which may be made of the information contained therein.
More information:
http://www.wellmade.org
https://www.cnvinternationaal.nl/
The document discusses industrial disputes in India. It defines an industrial dispute and outlines some of the major causes, including demands for higher wages, better working conditions, and labor welfare benefits. It also describes the role of the Industrial Disputes Act and Central Industrial Relations Machinery in investigating disputes, promoting harmonious dispute resolution, and ensuring fair practices between employers and employees.
Labour Laws is the “Body of Laws, Administrative Rulings & Precedents” which address the Relationship between & among “Employers, Employees & Labour Organizations”, often dealing with issues of Public Law”.
The terms Labour Laws & Employment Laws, are often interchanged in the usage. Labour Laws different from Emplyment Laws which deal only with employment contracts and issues regarding employment and workplace discrimination & other private Law issues.
It is the field of law that defines the relationship between employer and their employees, as well as certain third parties, in connection with employment.
It establishes the rights of each parties and determines their duties and obligations. It also defines the role of government.
The Social Contract Between Corporation & Employees Talha Jalal
The social contract between corporations and employees has traditionally been one of employment-at-will, allowing employers to fire employees without cause and employees to quit whenever they choose. However, federal and state laws have increasingly limited this doctrine by protecting employees from discrimination and requiring minimum wages and benefits. State courts have also upheld employees' rights to legal action if fired for reasons that violate public policy, such as refusing to commit a crime or not being allowed to perform jury duty. Additionally, California courts have ruled that long-term employees with good performance reviews and assurances from their employer cannot be arbitrarily fired without just cause.
Skybuffer SAM4U tool for SAP license adoptionTatiana Kojar
Manage and optimize your license adoption and consumption with SAM4U, an SAP free customer software asset management tool.
SAM4U, an SAP complimentary software asset management tool for customers, delivers a detailed and well-structured overview of license inventory and usage with a user-friendly interface. We offer a hosted, cost-effective, and performance-optimized SAM4U setup in the Skybuffer Cloud environment. You retain ownership of the system and data, while we manage the ABAP 7.58 infrastructure, ensuring fixed Total Cost of Ownership (TCO) and exceptional services through the SAP Fiori interface.
HCL Notes und Domino Lizenzkostenreduzierung in der Welt von DLAUpanagenda
Webinar Recording: https://www.panagenda.com/webinars/hcl-notes-und-domino-lizenzkostenreduzierung-in-der-welt-von-dlau/
DLAU und die Lizenzen nach dem CCB- und CCX-Modell sind für viele in der HCL-Community seit letztem Jahr ein heißes Thema. Als Notes- oder Domino-Kunde haben Sie vielleicht mit unerwartet hohen Benutzerzahlen und Lizenzgebühren zu kämpfen. Sie fragen sich vielleicht, wie diese neue Art der Lizenzierung funktioniert und welchen Nutzen sie Ihnen bringt. Vor allem wollen Sie sicherlich Ihr Budget einhalten und Kosten sparen, wo immer möglich. Das verstehen wir und wir möchten Ihnen dabei helfen!
Wir erklären Ihnen, wie Sie häufige Konfigurationsprobleme lösen können, die dazu führen können, dass mehr Benutzer gezählt werden als nötig, und wie Sie überflüssige oder ungenutzte Konten identifizieren und entfernen können, um Geld zu sparen. Es gibt auch einige Ansätze, die zu unnötigen Ausgaben führen können, z. B. wenn ein Personendokument anstelle eines Mail-Ins für geteilte Mailboxen verwendet wird. Wir zeigen Ihnen solche Fälle und deren Lösungen. Und natürlich erklären wir Ihnen das neue Lizenzmodell.
Nehmen Sie an diesem Webinar teil, bei dem HCL-Ambassador Marc Thomas und Gastredner Franz Walder Ihnen diese neue Welt näherbringen. Es vermittelt Ihnen die Tools und das Know-how, um den Überblick zu bewahren. Sie werden in der Lage sein, Ihre Kosten durch eine optimierte Domino-Konfiguration zu reduzieren und auch in Zukunft gering zu halten.
Diese Themen werden behandelt
- Reduzierung der Lizenzkosten durch Auffinden und Beheben von Fehlkonfigurationen und überflüssigen Konten
- Wie funktionieren CCB- und CCX-Lizenzen wirklich?
- Verstehen des DLAU-Tools und wie man es am besten nutzt
- Tipps für häufige Problembereiche, wie z. B. Team-Postfächer, Funktions-/Testbenutzer usw.
- Praxisbeispiele und Best Practices zum sofortigen Umsetzen
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Monitoring and Managing Anomaly Detection on OpenShift
Overview
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Key Topics Covered
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11. What is a Jupyter Notebook?
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12. Jupyter Notebooks with Code Examples
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6. There is a constant
balancing act between two
conflicting priorities.
Employee rights to engage in
Reasonable workplace policy
“concerted activity” for their
which maintains order and
“mutual aid and protection.”
helps avoid liability.
7. It is still unclear
where social media
fits into this balance.
Employee rights to engage in
Reasonable workplace policy
“concerted activity” for their
which maintains order and
“mutual aid and protection.”
helps avoid liability.
8. And the courts have
yet to produce a
ruling that settles it.
Employee rights to engage in
Reasonable workplace policy
“concerted activity” for their
which maintains order and
“mutual aid and protection.”
helps avoid liability.
9. When considering workplace privacy rights
in the age of Facebook and Twitter,
“we are not walking on paths of concrete….
John Quirke, Archer & Greiner
SHRM Employment Law and Legislative Conference, 14 March 2011
10. When considering workplace privacy rights
in the age of Facebook and Twitter,
“we are not walking on paths of concrete….
We are walking on paths of shifting sand.”
John Quirke, Archer & Greiner
SHRM Employment Law and Legislative Conference, 14 March 2011
11. At the end of the day, hopefully the
sand you stand on will be a little firmer.
When considering workplace privacy rights
in the age of Facebook and Twitter,
“we are not walking on paths of concrete….
We are walking on paths of shifting sand.”
John Quirke, Archer & Greiner
SHRM Employment Law and Legislative Conference, 14 March 2011
12. This presentation will enable you to
(1) recognize protected concerted activity
and (2) craft a defensible internet policy to
make sure you respond appropriately to it.
When considering workplace privacy rights
in the age of Facebook and Twitter,
“we are not walking on paths of concrete….
We are walking on paths of shifting sand.”
John Quirke, Archer & Greiner
SHRM Employment Law and Legislative Conference, 14 March 2011
14. The NLRA
i.e., a piece of legislation from 1935.
15. The NLRA
That‟s when we got Social Security, too.
16. The NLRA
And in case you‟re curious in what ways
the world was different back then, a
house cost $6,300, the average salary
was $1,500, and gas was $.19/gallon.
21. Section 7. [29 U.S.C. § 157]
Right of Employees to Organize
Employees shall have the right to… engage in
concerted activities for the purpose of collective
bargaining or other mutual aid or protection.
Section 8. [29 U.S.C. § 158]
Unfair Labor Practices by Employer
It shall be unfair labor practice for an employer to
interfere with, restrain, or coerce employees in the
exercise of the rights guaranteed in Section 7.
22. Section 7. [29 U.S.C. § 157]
Right of Employees to Organize
Employees shall have the right to… engage in
concerted activities for the purpose of collective
bargaining or other mutual aid or protection.
The intent was to equalize bargaining
power between the big, bad company
and wittle-ittle employees.
Section 8. [29 U.S.C. § 158]
Unfair Labor Practices by Employer
It shall be unfair labor practice for an employer to
interfere with, restrain, or coerce employees in the
exercise of the rights guaranteed in Section 7.
23. Section 7. [29 U.S.C. § 157]
Right of Employees to Organize
Employees shall have the right to… engage in
concerted activities for the purpose of collective
bargaining or other mutual aid or protection.
Concerted activity includes
discussion of wage, hour, and
working conditions.
Section 8. [29 U.S.C. § 158]
Unfair Labor Practices by Employer
It shall be unfair labor practice for an employer to
interfere with, restrain, or coerce employees in the
exercise of the rights guaranteed in Section 7.
24. Section 7. [29 U.S.C. § 157]
Right of Employees to Organize
Employees shall have the right to… engage in
concerted activities for the purpose of collective
bargaining or other mutual aid or protection.
For example, employees getting
together and talking about their
pay or benefits are protected.
Section 8. [29 U.S.C. § 158]
Unfair Labor Practices by Employer
It shall be unfair labor practice for an employer to
interfere with, restrain, or coerce employees in the
exercise of the rights guaranteed in Section 7.
25. Section 7. [29 U.S.C. § 157]
Right of Employees to Organize
Employees shall have the right to… engage in
concerted activities for the purpose of collective
bargaining or other mutual aid or protection.
You “chill” these rights…
Section 8. [29 U.S.C. § 158]
Unfair Labor Practices by Employer
It shall be unfair labor practice for an employer to
interfere with, restrain, or coerce employees in the
exercise of the rights guaranteed in Section 7.
26. Section 7. [29 U.S.C. § 157]
Right of Employees to Organize
Employees shall have the right to… engage in
concerted activities for the purpose of collective
bargaining or other mutual aid or protection.
…when you discourage
(i.e. interfere with, restrain, coerce)
employees from exercising them.
Section 8. [29 U.S.C. § 158]
Unfair Labor Practices by Employer
It shall be unfair labor practice for an employer to
interfere with, restrain, or coerce employees in the
exercise of the rights guaranteed in Section 7.
27. Section 7. [29 U.S.C. § 157]
Right of Employees to Organize
Employees shall have the right to… engage in
concerted activities for the purpose of collective
bargaining or other mutual aid or protection.
Brrrr.
Section 8. [29 U.S.C. § 158]
Unfair Labor Practices by Employer
It shall be unfair labor practice for an employer to
interfere with, restrain, or coerce employees in the
exercise of the rights guaranteed in Section 7.
28. Section 7. [29 U.S.C. § 157]
Right of Employees to Organize
Employees shall have the right to… engage in
concerted activities for the purpose of collective
bargaining or other mutual aid or protection.
Yet how employees need to be “organized”,
or joined, in their engagement is unclear
as the influence of social media grows.
Section 8. [29 U.S.C. § 158]
Unfair Labor Practices by Employer
It shall be unfair labor practice for an employer to
interfere with, restrain, or coerce employees in the
exercise of the rights guaranteed in Section 7.
29. Now, you may be thinking that employees
can say anything they want about their work
and the people they work with.
34. The First Amendment
prohibits Congress from
infringing on free speech.
Congress shall
make no law…
abridging the
freedom of speech
35. It doesn‟t say anything
about employers.
Congress shall
make no law…
abridging the
freedom of speech
36. Technically, employers can prohibit
employees from engaging in any speech
during work time that is not work-related.
Congress shall
make no law…
abridging the
freedom of speech
37. And technically, employees can be fired
for “talkin‟ smack” about their bosses.
Congress shall
make no law…
abridging the
freedom of speech
38. For example…
Wal-Mart Stores, Inc. v. Smitherman (1999)
An employee is discharged for making a profane and derogatory
statement about a district manager. She made this statement in front
of two other employees while in the break room.
39. Wal-Mart Stores, Inc. v. Smitherman (1999)
An employee is discharged for making a profane and derogatory
statement about a district manager. She made this statement in front
of two other employees while in the break room.
On the bright side, she can profane
as much as she wants now.
50. Employee requests union representation for an
investigatory interview. Request is denied.
Employee is upset, and makes vulgar comments on her
Facebook page.
Co-workers join in the online discussion in support of
employee‟s disparaging comments about supervisor.
Two months later, employee is terminated.
Case Issue Ruling Result
51. Employee requests union representation for an
investigatory interview. Request is denied.
Employee is upset, and makes vulgar comments on her
Facebook page. This brings in the
“concerted” of “protected
concerted activity”.
Co-workers join in the online discussion in support of
employee‟s disparaging comments about supervisor.
Two months later, employee is terminated.
Case Issue Ruling Result
52. Then comes the lawsuit.
There were two other issues in addition to
the termination, but the termination is the
one we‟re concerned with.
Case Issue Ruling Result
53. “A settlement has been reached…
“Blah, blah, complaint alleged, blah,
violated federal law, blah…
“The allegations involving the
employee‟s discharge were resolved
through a separate, private agreement
between the employee and the
company.”
Case Issue Ruling Result
54. “A settlement has been reached…
“Blah, blah, complaint alleged, blah,
violated federal law, blah…
“The allegations involving the
employee‟s discharge were resolved
through a separate, private agreement
between the employee and the
company.”
The issue that is the most
relevant wasn‟t even
settled with the NLRB.
Case Issue Ruling Result
55. “A settlement has been reached…
“Blah, blah, complaint alleged, blah,
violated federal law, blah…
“The allegations involving the
employee‟s discharge were resolved
through a separate, private agreement
between the employee and the
company.”
Not that a settlement
matters anyway.
Case Issue Ruling Result
56. “A settlement has been reached…
“Blah, blah, complaint alleged, blah,
violated federal law, blah…
“The allegations involving the
employee‟s discharge were resolved
through a separate, private agreement
between the employee and the
company.”
(Remember
the spoiler?)
Case Issue Ruling Result
62. Ha.
Sorry for the lame ending.
Case Issue Ruling Result
63.
64. This went to trial, so
we get a lot more
out of this case.
65. ADS encourages reporters to open Twitter accounts.
Reporter creates an account, references the ADS as his
employer, and includes a link to the ADS website.
“The ADS‟s copy editors are the most witty and creative
people in the world. Or at least they think they are.”
Reporter meets with HR and managers –
directed not to air grievances like that.
Case Issue Ruling Result
66. ADS encourages reporters to open Twitter accounts.
Reporter creates an account, references the ADS as his
employer, and includes a link to the ADS website.
“The ADS‟s copy editors are the most witty and creative
people in the world. Or at least they think they are.”
And the reporter
shaped up. The end.
Reporter meets with HR and managers –
directed not to air grievances like that.
Case Issue Ruling Result
67. ADS encourages reporters to open Twitter accounts.
Reporter creates an account, references the ADS as his
employer, and includes a link to the ADS website.
“The ADS‟s copy editors are the most witty and creative
people in the world. Or at least they think they are.”
Just kidding.
Reporter meets with HR and managers –
directed not to air grievances like that.
Case Issue Ruling Result
68. “You stay homicidal, Tucson.
See Star Net for the bloody deets.”
“What?!?!? No overnight homicide? WTF?
You‟re slacking Tucson.”
“Hope everyone‟s having a good Homicide Friday,
as one Tucson police officer called it.”
“ „Drug smuggler tries to peddle his way into the U.S.‟
Um, I believe that‟s PEDAL. Stupid TV people.”
Case Issue Ruling Result
69. Reporter meets again with managers; told not to tweet
anything work related until a follow-up meeting.
Reporter changes his Twitter name, removes
some of his supervisors as followers,
and tells co-workers to “be careful.”
Reporter is suspended and subsequently terminated.
Case Issue Ruling Result
70. Was the conduct of the reporter
“protected concerted activity”?
Case Issue Ruling Result
71. The termination was legal because the
reporter “was terminated for writing
inappropriate and offensive Twitter
postings that did not involve protected
concerted activity.”
Case Issue Ruling Result
72. The termination was legal because the
reporter “was terminated for writing
inappropriate and offensive Twitter
postings that did not involve protected
concerted activity.”
It did not relate to the terms and
conditions of his employment or
seek to involve other employees
in issues related to employment.
Case Issue Ruling Result
73. “Stop airing grievances or commenting
about the ADS in a public forum.”
“You are not allowed to tweet anything work related.”
“You are to refrain from using derogatory comments
in any social media forums that may damage
the goodwill of the company.”
Case Issue Ruling Result
74. Employers can take action based on
comments made in social media
forums, as long as the comments do not
constitute protected concerted activity.
Case Issue Ruling Result
78. Lutheran Heritage Village - Livonia
A policy chills
protected activity if:
The rule does not explicitly
The rule explicitly restricts
restrict protected activities,
protected activities
but:
Employees would reasonably construe the
language to prohibit protected activity
The rule was promulgated in response to
union activity
The rule has been applied to restrict the
exercise of protected rights
79. Sears Holdings
This case answers the question, “What do
companies need to do to meet the criteria set up
in Lutheran Heritage Village-Livonia?”
80. Sears Holdings
The Sears‟ Policy had the
following characteristics:
It was given a purpose
It had a disclaimer
“Egregious misconduct” was clarified by examples
No disciplinary action was taken based on the policy.
81. Sears Holdings
It was given a purpose
“In order to ensure that the Company and its
associates adhere to their ethical and legal
obligations…”
“In order to maintain the Company’s reputation
and legal standing…”
82. Sears Holdings
It had a disclaimer
“The intent of this Policy is not to restrict the
flow of useful and appropriate information, but
to minimize the risk to the Company and its
associates.”
83. Sears Holdings
“Egregious misconduct” was clarified by examples
• Confidential information of company or clients
• Embargoed information or intellectual property
• Explicit sexual references
• Reference to illegal drugs
• Obscenity or profanity
• Disparagement of protected classes
85. Sears Holdings
“No employee could reasonably construe the
(Policy) to prohibit Section 7 activities.
“(There is no evidence) that the Policy was
promulgated in response to the Union campaign,
the s-tech listserv discussions, or any other
Section 7 activity.
“There is no evidence that the Employer has used
the policy to discipline any employee for engaging
in protected activity.”
86. Sears Holdings
“No employee could reasonably construe the
(Policy) to prohibit Section 7 activities.
“(There is no evidence) that the Policy was
promulgated in response to the Union campaign,
the s-tech listserv discussions, or any other
Section 7 activity.
“There is no evidence that the Employer has used
the policy to discipline any employee for engaging
in protected activity.”
Sound familiar? Remember the
criteria that was set up in
Lutheran Heritage Village case?
87. Sears Holdings
“No employee could reasonably construe the
(Policy) to prohibit Section 7 activities.
“(There is no evidence) that the Policy was
promulgated in response to the Union campaign,
the s-tech listserv discussions, or any other
Section 7 activity.
“There is no evidence that the Employer has used
the policy to discipline any employee for engaging
in protected activity.
89. Formulate a specific policy regarding the
use of social media.
• Define social media
• State the employer‟s position on the use of
social media to discuss the company
• Identify specific prohibited topics
• Encourage employees not to mix business
with personal postings
“Ultimately, the „keep it job-related mantra‟
needs to come into play.”
John Quirke, Archer & Greiner
SHRM Employment Law and Legislative Conference, 14 March 2011
90. Remove prohibitions against discussing wage, hour, and working
conditions with other employees from any policy you maintain.
Content Format Implementation
91. Have a purpose.
Have a disclaimer.
Use lists to clarify policy and give prohibitions context.
Content Format Implementation
92. Do not impose policies in response to unionization.
Do not discipline employees for talking about protected topics.
Content Format Implementation
93. Like when an employer allows employees to check their
Facebook pages during break time, but then prohibits them
from doing so when employees start complaining on
Facebook about working conditions.
Do not impose policies in response to unionization.
Do not discipline employees for talking about protected topics.
Content Format Implementation
94. Do not impose policies in response to unionization.
Do not discipline employees for talking about protected topics.
This is why the Twitter case worked out – the
employee was not fired for talking about
protected topics. He was fired for talking about
unprotected topics.
Content Format Implementation
95. Bad homicide jokes.
Do not impose policies in response to unionization.
Do not discipline employees for talking about protected topics.
Content Format Implementation
96. Do not impose policies in response to unionization.
Do not discipline employees for talking about protected topics.
Yes. Bad homicide jokes. Thank you.
Content Format Implementation
98. Businesses are currently on a sandy foundation when it comes to social media.
There is a fine balance between the need for protection and employee rights.
The NLRA gives employees the right to organize.
The NLRA prohibits employers from interfering with this right.
Employees do not have absolute rights to the freedom of speech at work.
Social media forums are acceptable places for employees to “organize”.
Posting within social media forums can still leave employees vulnerable.
There is a clear criteria around which to frame a social media policy.
Don‟t prohibit protected activity.
Use a purpose, disclaimer, and lists in policies.
Call real lawyers with concerns.
99.
100. Daniel Larsen ▪ http://www.linkedin.com/pub/daniel-larsen/19/8b8/910