Do your policies comply with the National Labor Relations Act? — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily
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Do your policies comply with the National Labor Relations Act?

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in Employment Law,Human Resources

by Dorraine A. Larison, Esq., Gray Plant Mooty, St. Cloud

Many employers assume that the National Labor Relations Act (NLRA), enacted over 70 years ago, applies only to unionized workplaces and employees who belong to unions. Not true. In fact, the NLRA covers almost all employees and private employers.

Recent decisions and actions of the National Labor Relations Board (NLRB) have confirmed the NLRB’s interest in influencing policy in both union and nonunion workplaces.

Protected concerted activity

The NLRB’s recent decisions focus on the rights of employees to engage in protected concerted activity, a concept based on the rights granted to employees under Section 7 of the NLRA, including the right to:

  • Self-organization
  • Form, join or assist a union
  • Engage in concerted activities for collective bargaining or other mutual aid or protection
  • Refrain from all of the above.

It is an unfair labor practice under the NLRA to coerc...(register to read more)

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{ 1 comment… read it below or add one }

Oak Bridge Consulting March 6, 2013 at 3:05 am

It is right that NLRA and NLRB covers almost all the employees and workers whether they are from a union of not and private employers also but in actual practice, how many of these non union workers get the true share of their part. For past sometimes, surveys have proven that many of the employees are suffering form unfair labour and wages problems and employers are taking benefit of the employees because of the severe unemployed labour are ready to work at low prices. I think strong labour laws are to be made for these type of crimes. To get some more insight under the topic, click here.


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