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 Minnesota
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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.
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.
If any party willfully fails or neglects to appear or testify or to produce books, papers, and records pursuant to the issuance of a subpoena, the board may apply to a court of competent jurisdiction to request that the party be ordered to appear to testify or produce the requested evidence.
The Public Employment Labor Relations Act (PELRA) establishes the rules for collective bargaining between Minnesota public employers and representatives of public employees.
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.
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.
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.
All employers must complete a Form I-9, Employment Eligibility Verification, to verify an employee's identity and employment authorization. Federal law also protects employees from discrimination based on national origin or citizenship status.
The Public Employment Labor Relations Act (PELRA) establishes the rules for collective bargaining between Minnesota public employers and representatives of public employees.
Government Code section 12946 requires that employers “maintain and preserve any and all applications, personnel, membership, or employment referral records and files for a minimum period of four years after the records and files are initially created or received, or for employers to fail to retain personnel files of ...