What is Section 7 of the NLRB?
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 …
How does Section 7 of the NLRA define a concerted activity?
Essential Details of Section 7 Concerted activity is a legally protected class of actions when two or more workers act together to better their pay or working conditions. For example, if a group of employees discusses unsafe working conditions or low pay, this is a protected concerted activity.
What are some examples of unfair labor practices?
What is an unfair labor practice by management?
- 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.
What did the NLRB do?
The NLRB is an independent federal agency enforcing the National Labor Relations Act, which guarantees the right of most private sector employees to organize, to engage in group efforts to improve their wages and working conditions, to determine whether to have unions as their bargaining representative, to engage in …
What is the purpose of the NLRB?
The National Labor Relations Board is an independent federal agency vested with the power to safeguard employees’ rights to organize and to determine whether to have unions as their bargaining representative.
What does the NLRB do?
The National Labor Relations Board is an independent federal agency that protects the rights of private sector employees to join together, with or without a union, to improve their wages and working conditions.
What are your Weingarten rights?
Among the rights protected by Section 7 is the right of union-represented employees, upon request, to have their representative present during an interview that the employee reasonably believes could lead to discipline. This right was first articulated by the Supreme Court in the case, NLRB v. J.
How do you prove unfair Labour practice?
THE MEANING OF AN UNFAIR LABOUR PRACTICE
- The unfair conduct of the employer relating to the promotion, demotion or training of an employee or relating to the provision of benefits to an employee.
- The unfair suspension of an employee or any other disciplinary action short of dismissal in respect of an employee.