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15 Cards in this Set

  • Front
  • Back
1998 Faragher v City of Boca Raton
Established that employers are responsible for employee actions and have a responsibility to control them.
1926 Railway Labor Act
Protected unionization rights; allowed for 90-day cooling off period to prevent strikes in national emergencies. Covers railroads, unions, and now covers airlines as well.
1932 Norris-La Guardia Act
Protected Labor Relations Act
(Wagner Act)
1936 Public Contracts Act
(Walsh-Healey Act)
Required Contractors to pay prevailing wage rates.
1947 Labor-Management Relations Act (Taft-Hartley)
Prohibited closed shops; restricted union shops;allowed states to pass "right to work" laws; prohibited jurisdictional strikes and secondary boycotts; allowed employers to permanently replace economic strikers; established the Federal Mediation and Conciliation Service; allowed 80-day cooling off period for national emergency strikes.
1884 Payne v The Western & Atlantic Railroad Company
Defined employment at will.
1890 Shermin Anti-Trust Act
Controlled business monopolies; allowed court injunctions to prevent restraint of trade.
1914 Clayton Act
Limited use of injunctions to break strikes; exempted unions from the Sherman Act.
1974 Privacy Act
Prohibited federal agencies from sharing information collected about individuals.
1996 Illegal Immigration Reform and Immigrant Responsibility Act
Reduced number and types of documents to prove identity.
1986 Immigration Reform and Control Act
Prohibited employment of individuals who are not legally authorized to work in the US; required I-9's for all employees.
1975 NLRB v J. Weingarten, Inc.
Established that union employees have the right to request union representation during any investigatory interview that could result in disciplinary action.
1993 Taxman v Board of Education of Piscataway
Found that in the absence of past discrimination or under representation of protected classes, preference may not be given to protected classes in making layoff decisions.
1971 Griggs v Duke Power
Required employers to show that job requirements are related to the job; established that lack of intention to discriminate is not a defense against claims of discrimination.
1965 EO (Executive Order) 11246
Prohibited employment discrimination on the basis of race, creed, color, or national origin; required affirmitive steps for all terms and conditions of employment; required a written AAP for contractors with 50 employees