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Employees' Conduct At Work Directly Impacts The - AFGE
Get Employees' Conduct At Work Directly Impacts The - AFGE
, this directive establishes Transportation Security Administration (TSA) policy and supersedes Federal Aviation Administration (FAA) orders, policies , guidance, and bulletins regarding Employee Responsibilities and Conduct issued under the FAA Personnel Management System. 1. PURPOSE: This directive provides TSA policy, procedures, and standards for employee responsibilities and conduct within the Transportation Security Administration (TSA) that conform to generally accepted standards of beha.
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Section 7 of the National Labor Relations Act (the Act) guarantees employees "the right to self-organization, to form, join, or assist labor organizations, to bargain collectively through representatives of their own choosing, and to engage in other concerted activities for the purpose of collective bargaining or other ...
The NLRA guarantees the right of employees to organize and bargain collectively with their employers, and to engage in other protected concerted activity. Employees covered by the NLRA* are protected from certain types of employer and union misconduct. under the national labor relations act dol.gov https://.dol.gov › regs › compliance › eo_posters dol.gov https://.dol.gov › regs › compliance › eo_posters
Examples of employer conduct that violates the law: Questioning employees about their union sympathies or activities in circumstances that tend to interfere with, restrain or coerce employees in the exercise of their rights under the Act. Promising benefits to employees to discourage their union support. Employer/Union Rights and Obligations nlrb.gov https://.nlrb.gov › rights-we-protect › your-rights nlrb.gov https://.nlrb.gov › rights-we-protect › your-rights
It is unlawful for an employer to interfere with, restrain, or coerce employees in the exercise of their rights. For example, employers may not respond to a union organizing drive by threatening, interrogating, or spying on pro-union employees, or by promising benefits if they forget about the union. Interfering with employee rights (Section 7 & 8(a)(1)) nlrb.gov https://.nlrb.gov › rights-we-protect › the-law nlrb.gov https://.nlrb.gov › rights-we-protect › the-law
The Taft-Hartley Act allows union members to organize and collectively bargain with employers. It expanded the list of unfair labor practices and required unions to negotiate in good faith, as required by employers. The Act also outlawed closed shops, giving workers the right to decline to join a union.
Union ULPs Refusing to process a grievance because an employee is not a union member. Threatening an employee for filing a ULP charge. Refusing to negotiate in good faith with an agency. Calling, participating in, or supporting a strike, work stoppage, or slowdown. Unfair Labor Practice - FLRA.gov flra.gov https://.flra.gov › cases › unfair-labor-practice flra.gov https://.flra.gov › cases › unfair-labor-practice
The National Labor Relations Act forbids employers from interfering with, restraining, or coercing employees in the exercise of rights relating to organizing, forming, joining or assisting a labor organization for collective bargaining purposes, or from working together to improve terms and conditions of employment, or ...
National Labor Relations Act The NLRA protects workplace democracy by providing employees at private-sector workplaces the fundamental right to seek better working conditions and designation of representation without fear of retaliation.
TDPs Related content
5 U.S. Code § 7103 - Definitions; application...
“firefighter” means any employee engaged in the performance of work directly connected...
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