Labour Relations Act Of 2007 In Dallas
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FAQ
The NLRA applies to most private sector employers, including manufacturers, retailers, private universities, and health care facilities.
Common allegations against employers in complaints include threats, interrogations and unlawful disciplinary actions against employees for their union activity; promises of benefits to discourage unionization; and, in the context of collective bargaining relationships, refusals to provide information, refusals to ...
Examples of employer conduct that violates the law: Promising benefits to employees to discourage their union support. Transferring, laying off, terminating, assigning employees more difficult work tasks, or otherwise punishing employees because they engaged in union or protected concerted activity.
Most employees in the private sector are covered under the NLRA. The law does not cover government employees, agricultural laborers, independent contractors, and supervisors (with limited exceptions).
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.
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.
Employees shall have 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 mutual aid or protection, and shall also have the right ...
The Act makes it unlawful for an employer to fire, refuse to rehire, or discriminate in any other manner against an employee because he or she has supported a union, has participated in union activities, or has exercised any of the other rights protected by the Act.
It establishes a framework that promotes fair treatment, protects workers' rights, and encourages collective bargaining. It also provides a mechanism for resolving disputes, which helps maintain harmonious industrial relations.
Subject to certain exceptions, the Texas Minimum Wage Act (Tex. Labor Code § 62.001, et seq.) mandates a minimum wage equivalent to the minimum wage set by federal law. For purposes of compliance with the Fair Labor Standards Act (FLSA), the minimum wage is not less than $7.25 per hour.
