This Handbook provides an overview of federal laws addressing employer-employee rights and obligations. Information discussed includes wages & hours, discrimination, termination of employment, pension plans and retirement benefits, workplace safety, workers' compensation, unions, the Family and Medical Leave Act, and much more in 25 pages of materials.
Labour Relations Act Of 1995 In Franklin
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If you believe your rights or the rights of others have been violated, you should contact the National Labor Relations Board promptly to protect your rights, generally within six months of the unlawful activity.
General Inquiries:1-844-762-NLRB (1-844-762-6572) Spanish language option available.
Most employees in the private sector are covered by the NLRA. However, the Act specifically excludes individuals who are: employed by Federal, state, or local government. employed as agricultural laborers.
Citation: An act to diminish the causes of labor disputes burdening or obstructing interstate and foreign commerce, to create a National Labor Relations Board, and for other purposes, July 5, 1935; General Records of the United States Government; Record Group 11; National Archives.
The National Labor Relations Board (NLRB) enforces the National Labor Relations Act by investigating allegations of wrong-doing brought by workers, unions, or employers, conducting elections, and deciding and resolving cases.
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.
Contact the Union: Reach out to the union directly. You can do this via their website, by phone, or by visiting a local office. Ask about the process for joining, any requirements, and what benefits membership offers. Attend Meetings or Events: Many unions hold informational meetings or events.
There are five categories of unfair labor practices for employers that are prohibited under the NLRA: Interference, restraint, or coercion. Employer domination or support of a labor organization. Discrimination on the basis of labor activity. Discrimination in retaliation for going to the NLRB. Refusal to bargain.
Under NLRB rules, an employer must respond promptly to a union information request. The acceptable time period, however, depends on the information requested. Simple items such as personnel files and attendance records should be produced in no more than one or two weeks.
A party wishing to have a representative appear on its behalf should have the representative complete a Notice of Appearance (Form NLRB-4701), and E-File it at .nlrb or forward it to the NLRB Regional Office handling the petition as soon as possible.
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It provides parties with a standard process for choosing a union to act as an employee representative in the collective bargaining process and. Fbpx. Skip to content.As discussed throughout this guidance, whether specific harassing conduct violates the law must be assessed on a casebycase basis. The Association also filed a related Unfair Practice Charge with the Public. This overview briefly traces the growth of black labor relations and provides an introduction to the research value of several NARA record groups.