1
Protects employees from unfair coercion by unions that could lead to discrimination
against employees.
2
States that employers cannot refuse to hire prospective workers because they refuse to
join a union. This amendment also grants the employer the right to sign an agreement
with a union that requires the employee to join the union before the employee’s 30th day
of employment.
3
Unions must bargain in good faith with employers.
4
Prevents unions from engaging in secondary boycotts.
5
Prevents unions from taking advantage of either employers or members. For example,
unions cannot charge members excessive membership dues or cause employers to pay
for work that has not been performed.
6
Grants employers the right to free speech. Expressed opinions about labor issues do not
constitute unfair labor practices, as long as the employer does not threaten to withhold
benefits from, or engage in, retribution against the worker.
Table 9.3
The National Labor Relations Board
The National Labor Relations Board (NLRB) was established to administer, interpret, and enforce the terms of
the National Labor Relations Act. It has jurisdiction over all workers, except for government employees and
employees in the transportation industry, who are governed under a separate statute (The Railway Labor Act).
Other workers not covered by the NLRB include agricultural workers, confidential employees (employees who
develop or present management’s position or who have access to confidential information related to
bargaining employees), independent contractors, and those employed by a spouse or a parent. The NLRB has
three main functions:
1.
To monitor the conduct of unions and employers during elections to determine whether employees wish
to be represented by a union
2.
To remedy and prevent unfair labor practices by unions or employers
3.
To establish rules interpreting the NLRA
Chapter 9 Employment and Labor Law
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