Define: Labor Management Relations

No, it is illegal for an employer to terminate an employee for joining or participating in a labor union.

The process for forming a labor union typically involves obtaining authorization cards from a majority of employees, filing a petition with the National Labor Relations Board (NLRB), and holding a secret ballot election.

No, once a labor union has been certified as the representative of the employees, the employer is required by law to negotiate in good faith with the union.

Unfair labor practices by an employer can include actions such as interfering with employees’ rights to join a union, refusing to bargain in good faith, and retaliating against employees for engaging in protected union activities.

In most cases, employees must have the approval of their labor union before going on strike, as it is a collective action that requires coordination and support from the union.

Yes, an employer has the right to hire replacement workers during a strike, but they cannot permanently replace striking employees.

It is illegal for an employer to coerce or intimidate employees into attending anti-union meetings, as it violates their rights to engage in protected union activities.

No, it is illegal for an employer to discipline or terminate an employee for engaging in union activities during non-working hours, as long as it does not interfere with their job duties.

Yes, a labor union has the right to call for a boycott of an employer’s products or services as a form of collective action to support their bargaining position.

Non-compete agreements are subject to state laws and may be enforceable under certain circumstances, but they must be reasonable in scope and duration to be legally valid.