What are the 5 general purposes of the Railway labor Act? What does the Norris-L

Question

1. What are the 5 general purposes of the Railway labor Act?
2. What does the Norris-LaGuardia Act enable?
3. Describe the National Labor Relations Board.
4. Explain the concept of "duty to bargain."
5. What are the responsibilities of the Federal Mediation and Conciliation Service?
6. Explain what trade treaties are intended to achieve.
7. Briefly explain the responsibilities and qualifications of a union steward.
8. Briefly describe the structure of national unions.
9. Select for my approval one of the following topics for your paper # 2 due unit 5:

1. What is the Stereotypical Image of Unions Today and How is it Affecting Their Organizing Activities?
2. What are the Standard Organizing Strategies and Tactics of Unions Today and How Effective Are They?
3. What are the Standard Union Avoidance Strategies and Tactics Today and How Effective Are They?
4. How and Why Did the U.S. Automobile Industry Need To Be Bailed Out?
5. How Has Global Competition Affected Labor/Management Relations in the U.S.?
6. How Has the Aging of Our U.S. Population Affected Labor/Management Relations?
7. Submit a Topic of Your Choice.

Explanation / Answer

1.
The RLA contains five basic purposes

To avoid any interruption to commerce.

To ensure an unhindered right of employees to join a labor union (added in 1934).

To provide complete independence of organization by both parties to carry out the purposes of the RLA.

To assist in the prompt and orderly settlement of disputes covering rates of
pay, work rules, or working conditions.

To assist in the prompt and orderly settlement of disputes growing out of
grievances or out of the interpretation or application of existing contracts covering the rates of pay, work rules or working conditions.

2.
The Act states that yellow-dog contracts, where workers agree as a condition of employment to not join a labor union, are unenforceable in federal court. It also establishes that employees are free to form unions without employer interference and prevents the federal courts from issuing injunctions in nonviolent labor disputes. The three provisions include protecting worker's self-organization and liberty or "collective bargaining", removing jurisdiction from federal courts vis-a-vis the issuance of injunctions in non-violent labor disputes, and outlawing the "yellow dog" contract.

Section 13A of the act was fully applied by the Supreme Court of the United States with a 1938 decision, New Negro Alliance v. Sanitary Grocery Co., in an opinion authored by Justice Owen Roberts. The Court held that the act meant to prohibit employers from proscribing the peaceful dissemination of information concerning the terms and conditions of employment by those involved in an active labor dispute, even when such dissemination occurs on an employer's private property.

3
The National Labor Relations Board is an independent federal agency vested with the power to safeguard employees' rights to organize and to determine whether to have unions as their bargaining representative. The agency also acts to prevent and remedy unfair labor practices committed by private sector employers and unions.
Conduct Elections

The National Labor Relations Act provides the legal framework for private-sector employees to organize bargaining units in their workplace, or to dissolve their labor unions through a decertification election.

Investigate Charges

Employees, union representatives and employers who believe that their rights under the National Labor Relations Act have been violated may file charges alleging unfair labor practices at their nearest NLRB regional office.

Facilitate settlements

When a charge is determined to have merit, the NLRB encourages parties to resolve cases by settlement rather than litigation whenever possible.

Decide Cases

On the adjudicative side of the NLRB are 40 Administrative Law Judges and a Board whose five members are appointed by the President and confirmed by the Senate.

Enforce Orders

The majority of parties voluntarily comply with orders of the Board. When they do not, the Agency's General Counsel must seek enforcement in the U.S. Courts of Appeals. Parties to cases also may seek review of unfavorable decisions in the federal courts.

4
Mutual obligation of the management of a firm and the union representing its employees, to meet and discuss wages, working hours, conditions and terms of employment, and any specific grievance, etc., in good faith. Such bargaining does not require either party to consent to a binding proposal, or to make a concession.

5
FMCS provides assistance and training in cooperative processes to help labor and management break down traditional barriers and build better working relationships.   

Alternative Bargaining Processes

Alternatives to traditional negotiating include interest-based bargaining.

   Contract Administration Training
Translating a negotiated agreement from language to practice

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