1. UNIONS

2.  1. There are state and federal employment laws and each have certain powers towards employment.  2. State and Federal Labor laws exist in harmony, though if they don’t, then it will depend upon the amount of business the retail store (employer )does. If the business does less then $500,000 a year then it is considered Intrastate commerce ( within one state) and the state labor laws would apply. If over $500,000 then it is considered interstate commerce and the federal law would apply.

3.  Labor Relations Laws:  The right of employees to form, join, and assist labor unions and to bargain collectively.  Minimum wage and overtime.  The right to get a job, be paid, and be promoted without regard to race, color, religion, gender, pregnancy, national origin, handicap, or advanced age.

4.  Labor Laws CONTINUED  The right to Training  Safe working conditions  Unemployment compensation (govern by the state)-All employees.  Protection of young people from harmful work.  Mining, excavating, roofing, driving motor vehicles, meat packing plants, operating power driven machines. Logging, Demolition.

5.  Labor relations board settles labor disputes instead of going to court.  If one of the parties is unhappy with the NLRBs decision then they would have to go to federal court.

6.  1. Employees pick a BARGAINING UNIT. ( Which employees should be represented together or which employees work together or do the same type of work.)  2. A NLRB petition needs to be signed by at least 30% of the bargaining unit members, asking the NLRB to conduct an election.

7.  3. If 30% of the employees sign a petition than all employees in the bargaining unit are able to vote on union membership. If majority of the bargaining unit vote for union membership than the bargaining unit is certified by the NLRB.

8.  4. If the majority of the union votes down the union another election cannot be held for one year.

9.  If 30% of the employees sign a petition that they do not want union membership or they want to be members of another bargaining unit (union) than they can have a decertification election.

10.  1. Recruit New Members.  2. Collectively Bargain on behave of it’s members.  3. Support political candidates that support labor.

11.  UNION SHOP: NON-Union employees must be hired but they must join the union with in a stated maximum time. (usually 30 days).  AGENCY SHOP. Employees do not have to join unless, but they still have to pay union dues as a condition of employment, and are held to the collective bargaining of the union.

12.  OPEN SHOP: Employees do not have to join, nor pay union dues. They are still bound to the collective bargaining agreements of the union.  CLOSED SHOP: Employee has to be a member of the union to be hired. (This type of shop is Illegal in all states.)

13.  The union movement started in the northern states do to all of the factories and industrialization in the early 1800s.  In the United States Right to work states are located mostly in the South and are called “Right to Work States”.  Union, Agency, and Closed shops are all outlawed.  Only OPEN SHOPS are allowed.

14.  Management cannot involved with or interfere forming, organizing or assisting the unions in any way.  It is an unfair labor practice for management to dominate a union or to give financial support. In the past management would try to influence certification elections.

15.  It is unfair labor practice for management to encourage or to discourage union membership.  Management cannot BLACKLIST employees. A blacklist is when employers circulate a list of workers who are pro union. If you are on the list you will not get hired.

16.  Unions must collectively bargain with employers in good faith. Be open and honest.  It is unfair labor practice for unions to attempt to force an employer to pay for featherbedding. FEATHERBEDDING: is a payment for services not performed. (ghost payroll).

17.  It is unfair for uncertified unions to picket, to try to force the employer to bargain with that union.  Strikes and Boycotts are legal unless they turn violent.  Strike is a work stoppage by the employees  Lockout is when Management locks out the employees from their job. Both are examples of one putting financial pressure on the other.

18.  Unfair for union members to pressure other employees to support the union.  Unions cannot cause management to discriminate against an employee because that employee doesn’t support the union.

19.  Collectively Bargaining: the process whereby the union and the employer negotiate a contract of employment that binds both sides.  What is negotiated?  Pay, over time pay, pensions, health care,  Fringe benefits, health care, breaks, lunch hour,  Working conditions, safety.

20.  Both management can legally lockout employees, or employees can legally strike.  If negotiations are deadlocked the NLRB can send in a federal mediator(s) to try and help negotiate a compromise.

21.  Economic Strike: A dispute over wages, hours, or conditions of employment.  Management may respond to this strike by giving the workers job to someone else. (non union workers-scabs). * Unfair labor practice strike: If a strike is over an unfair labor practice by management then the employer has to re-hire the union employee after the strike is settled.

22.  Cooling Off Period: The president of the united states has the power to obtain an injunction in federal court forcing a “cooling off period” of 80 DAYS when a national emergency strike. This is a strike that threatens our nations economy or defense.  Almost all public employees are not allowed to strike such as Police, Fireman.

23.  Boycott: A refusal to buy or use someone’s products or services.  Primary Boycott: involves the employees refusals to buy their employers products or services. The are legal and usually accompany a strike.  Secondary Boycott: Striking employees try to get non-employees to not buy products from their employer.