Under the provisions of the Taft-Hartley Act, which unfair labor practices apply to both unions and employers.
Explain some of the questionable terms!
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It's not clear what terms you need help with, so I'll just go through the numbered things...
- Employers can't stop employees from trying to form unions.
- They can't punish employees if the employees "tell on" the company for violating parts of the act.
- They can't try to control the union by giving it money.
- This one sounds more like something the union can't do -- it can't force the employer to boycott any other business. What this means is if the union at Company A doesn't like Company B, it can't tell Company A to stop doing business with Company B.
So is that what you wanted?
Some of the unfair labor practices for employers are:
1. Section 8 (a)(1) – “to interfere with, restrain, or coerce employees in the exercise of their rights to organize and to bargain collectively” (theLabor Education & Research Center University of Oregon). This includes spying, espionage, anti union propaganda, and coercion.
2. Section 8(a)(4) - discriminate against or dismiss an employee because they testified or filed charges under the Act (theLabor Education & Research Center University of Oregon)
3. Section 8(a)(2) - to control or interfere with the employees forming a union or the management of the union or making financial contributions or supporting the union (theLabor Education & Research Center University of Oregon)
4. Section 8(e) – “to enter into a “hot-cargo” agreement with a union” (theLabor Education & Research Center University of Oregon).
Hot Cargo is defined as ” an unfair labor practice for an employer and a union to enter into any agreement, express or implied, under which an employer ceases, or refrains from, doing business wiht any other person or handling the products of any other employer, or agrees to do so (Section 8e)” (theLabor Education & Research Center University of Oregon).
“By passing the Taft-Harley Act, Congress balanced the rights and duties of labor and management in the collective bargaining arena” (Bohlander & Snell, 2010, p 618).
Bohlander, George & Snell, Scott. (2010). Managing Human Resources. In G. B. Snell, Managing Human Resources (p. 618). Mason: South Western-Cengage Learning.
theLabor Education & Research Center University of Oregon. (n.d.). TAFT-HARTLEY ACT. Retrieved December 20, 2009, from http://www.nalc1414.org/Taft-Hartly.pdf
The Taft-Hartley Act prohibits both unions and employers from restraint or coercion of employees in the exercise of their rights, participation in secondary boycotts and jurisdictional disputes, and "featherbedding" practices that require payment of wages for services not performed.
I am not sure what to write; this is all I could come up with I am looking for an answer to the origional question.
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