A double-breasted operation occurs when a business owner operates two separate businesses, one that is unionized and one that is not. This strategy enables the owner to bid for contracts from both unionized and non-unionized businesses, and is also referred to as an open-shop-closed-shop operation.
A double-breasted operation occurs when a business owner runs both a union and nonunion business offering similar services, allowing them to compete for contracts from both union and nonunion clients. For example, a construction company owner may operate a unionized construction company and a separate nonunionized construction company. The unionized company would bid on contracts from clients requiring union labor, while the nonunionized company would bid on contracts from clients not requiring union labor. This arrangement provides access to a wider range of clients and contracts, but can also lead to conflicts of interest and ethical concerns. This example illustrates how a double-breasted operation works in the construction industry, allowing the owner to maximize profits and expand their business, but potentially creating conflicts and undercutting in bidding wars.
A double-breasted operation refers to a situation where a company operates both a unionized and non-unionized entity, allowing them to avoid union obligations in the non-unionized entity.
While double-breasted operations are not inherently illegal, they can be used to circumvent labor laws and obligations, leading to potential legal issues.
Yes, a company may use a double-breasted operation to avoid union obligations in the non-unionized entity, but this can lead to legal challenges and disputes with labor unions.
Legal consequences of operating a double-breasted operation can include labor disputes, unfair labor practice charges, and potential lawsuits from unions or employees.
Companies should consult with legal counsel to ensure compliance with labor laws when operating a double-breasted operation and should be transparent about their operations to avoid legal issues.
Yes, employees and labor unions can challenge a double-breasted operation if they believe it is being used to avoid union obligations or violate labor laws.
Companies can mitigate legal risks by ensuring compliance with labor laws, maintaining transparency in their operations, and addressing any concerns raised by employees or unions.
While there may not be specific regulations governing double-breasted operations, companies must comply with labor laws and regulations related to unionized and non-unionized entities.
Yes, a company can be held liable for unfair labor practices if it is found to be using a double-breasted operation to avoid union obligations or violate labor laws.
Employees and unions should consult with legal counsel and consider filing unfair labor practice charges or taking legal action if they suspect a company is using a double-breasted operation to avoid labor obligations.
This site contains general legal information but does not constitute professional legal advice for your particular situation. Persuing this glossary does not create an attorney-client or legal adviser relationship. If you have specific questions, please consult a qualified attorney licensed in your jurisdiction.
This glossary post was last updated: 17th April 2024.
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