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15 Cards in this Set
- Front
- Back
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1998 Faragher v City of Boca Raton
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Established that employers are responsible for employee actions and have a responsibility to control them.
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1926 Railway Labor Act
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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.
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1932 Norris-La Guardia Act
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Protected Labor Relations Act
(Wagner Act) |
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1936 Public Contracts Act
(Walsh-Healey Act) |
Required Contractors to pay prevailing wage rates.
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1947 Labor-Management Relations Act (Taft-Hartley)
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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.
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1884 Payne v The Western & Atlantic Railroad Company
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Defined employment at will.
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1890 Shermin Anti-Trust Act
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Controlled business monopolies; allowed court injunctions to prevent restraint of trade.
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1914 Clayton Act
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Limited use of injunctions to break strikes; exempted unions from the Sherman Act.
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1974 Privacy Act
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Prohibited federal agencies from sharing information collected about individuals.
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1996 Illegal Immigration Reform and Immigrant Responsibility Act
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Reduced number and types of documents to prove identity.
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1986 Immigration Reform and Control Act
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Prohibited employment of individuals who are not legally authorized to work in the US; required I-9's for all employees.
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1975 NLRB v J. Weingarten, Inc.
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Established that union employees have the right to request union representation during any investigatory interview that could result in disciplinary action.
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1993 Taxman v Board of Education of Piscataway
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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.
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1971 Griggs v Duke Power
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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.
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1965 EO (Executive Order) 11246
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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
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