Ler Chapter 3

Front 1

Common Law

Back 1

Laws that are not derived from constitutional or statuatory laws

Front 2

Employment at will

Back 2

an employee or employer may terminate the employment at anytime for any reason

Front 3

National Labor Relations Board

Back 3

Administers NRLB act (wagner) and certrain aspects of Labor management Reporting and Disclosure(Landrum Griffin) involving the supervision of union representation elections and determination of unfair labor practice

Front 4

Labor Management Reporting and disclosure act(landrum griffin)

Back 4

reaction by congress to shocking examples of corruption and abuses of power. designed to protect the rights of individuals in their own union and to ensure that labor organizations operate in a democratic and financially responsible manner. only covers individual members

Front 5

Federal Mediation and Conciliation Service

Back 5

provides mediation services to unions and employers engaged in collective bargaining and assists in selecting arbritratiors

Front 6

U.S department of labor

Back 6

performs research and data collecting functions, administers federal wage and saftey laws, enforces federal contract complience under equal opportunity requirements

Front 7

National Mediation Board

Back 7

handles union representation issues under railway act, provides mediation services to partys in negotations, assists in solving disputes over contracts intrepretations

Front 8

National railroad adjustment board

Back 8

hears and resolves labor disputes growing out of greviences and intrepretation or application of labor agreements

Front 9

Criminal conspiricy docterine

Back 9

illegal for workers to join together to pressure employers for better wages or working conditions

Front 10

Commonwealth V hunt

Back 10

virtually ended the use of the common law criminal conspiracy docterine in labor relations

Front 11

Civil conspiricy docterine

Back 11

held that a group involved in concerted activites could inflict harm upon other parties, even though workers were pursuing a valid object in their own interest.

Front 12

Labor injunction

Back 12

court order prohibiting or restricting certain activities in conjunction with a labor dispute. premiminary injunction could be issued by judge without formal trial

Front 13

yellow dog contract

Back 13

contract requiring employee to refrain from all uninion activities or be subject to dismissal

Front 14

Sherman antitrust act

Back 14

intended to prevent the restraint of trade by regulating business monopolys

Front 15

Loewe V Lawlor(Danbury hatters)

Back 15

Landmark case where Sherman applied to labor orgs. labor org's use of boycott illegal restraint of trade, individual union members personally liable for damages, led to clayton act

Front 16

Clayton Anti trust act

Back 16

amendment to Sherman, labor no longer considered a commodity and injunctions were limited to prevent injury to property. Hurt more then helped cause employers could seek injuntions themselves

Front 17

Norris Laguardia act

Back 17

protection for workers basic rights, limited power of courts to issue injunctions for employees lawful non violence considered anti trust violations, declared yellow dog contracts unenforceable, removed unions from cover by Sherman, encouraged more impartality in decisions by courts in labor disputes

Front 18

Closed shop union secturity clause

Back 18

employer agreed to hire only job applicants who were members of a union representing the firms workers.

Front 19

National Labor relations Act
renamed Labor management relations act

Back 19

set national labor policy for labor peace and stability, encouraged use of collective barginning, protected employees rights to organization and representation, establihed the national labor relations board to administer and enforce act, determined unfair labor practices of employees

Front 20

Union shop union secutiry clause

Back 20

voluntary agreements where employee was required to join union within 30 days of hire

Front 21

Agency shop security clause

Back 21

employee required to pay higher dues and initation fees if employee held a job in a barginnning unit represented by union

Front 22

right to work law

Back 22

union security agreements

Front 23

the board

Back 23

5 memeber panel in DC, nominated to serve 5 year term , staggered membership, responsibility to prevent employer and union unfair labor practices as defined by LMRA, determine if employees covered desire representation by independent labor org for purpose of collective bargaining

Front 24

NRLB jurisdiction

Back 24

employers and employees to whom the NRLB can apply the language of the LMRA

Front 25

Charging Party

Back 25

party filing charge

Front 26

Respondant

Back 26

party accused of commiting violation

Front 27

Merit

Back 27

if there is sufficient evidence found to believe a ULP appears to be comminted

Front 28

Administrative Law Judge

Back 28

judge who presides over ULP hearing,

Front 29

Routine ULP case

Back 29

charges that do not raise new or novel ideas

Front 30

Lead ULP case

Back 30

involves charges that raise new or novel ideas in labor law, make or change policy

Front 31

Cease and Desist order

Back 31

instructs respondant to stop commiting violation

Front 32

Post written notices

Back 32

where employees see violations that occured, respondants pledge to stop commiting violations, and to not commit them in the future