Essay about Campaign Threats or Implied Promise of Benefit?

839 Words Feb 4th, 2012 4 Pages
Case Study 5-9
Question 1 No, the employer’s statement does not violate Section 8(a) (1) of the LMRA. The employer was merely pointing out facts to its employees based on the leaflets that the union had distributed to the employees. The employer was ensuing that everyone knew exactly bargaining entailed and what was at stake; for instance wages, benefits are subject to negotiations and there was no guarantees if wages would increase or decrease or even if you retained your currents benefits, all was open for discussion and negotiation. At no time did the employer threaten the employees with reprisals if they voted for the union.
Question 2
No, the employer’s statement does not violate Section 8(a) (1) of the LMRA. The employer was
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The supervisors were giving their opinions about how they felt the union operated and for them the employees to think about their final decisions.
Question 4 I don’t think the NLRB should give consideration to the alleged violations, because out of the 426 valid union authorization card signatures only 35 had a change of mind, we don’t know if these 35 individuals were influenced by the campaign speeches given by the employers or not.. There were no implied threats or promises made, only the facts were stated so the employees could fully understand how the bargaining process works after the election takes place. The majority of employees today are smart enough to make informed decisions about whether or not they want a union to represent them, they can determine if the information being put out is propaganda or factual. Also the two employees questioned by the supervisors were not interrogated nor coerced into changing their opinions or votes about the union; they were simply asked what their positions were in regards to the union.
Question 5 If you are unsure about unions and the collective bargaining process you should first contact the Labor Relations Office for guidance before you have a meeting. The following suggested guidelines could be used when talking to employees about unionizing; a. Schedule a meeting with your staff and employees to discuss unions,

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