MindTap Business Law, 1 term (6 months) Printed Access Card for Cross/Miller's The Legal Environment of Business: Text and Cases, 10th (MindTap Course List)
10th Edition
ISBN: 9781337093842
Author: Frank B. Cross, Roger LeRoy Miller
Publisher: Cengage Learning
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Chapter 20, Problem 7BCP
Summary Introduction
Case summary: An LP, J entered into a collective bargaining agreement with union A. The conditions of the agreement cleared that she had to pay a share of 85
To explain: Whether T is eligible for
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The union (Union) member-employees of the Erie Resistor Company (Company) struck Company over the terms of a new collective bargaining agreement that was being negotiated between Company and Union. Company continued production operations during the strike by hiring new hires and crossover union members who were persuaded to abandon the strike and come back to work. Company promised all replacement workers super seniority. This would take the form of adding twenty years to the length of a worker’s actual service for the purpose of future layoffs and recalls. Many union members accepted the offer. Union filed an unfair labor practice charge with the National Labor Relations Board (NLRB). Is Company’s offer of the super seniority lawful? Explain your answer.
assume that employees at Company Y have engaged in a strike thier employer is mot happy ans has dismissed all the striking employees. Advise the employees on the requirements for both substantive and procedural fairness for dismissals
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MindTap Business Law, 1 term (6 months) Printed Access Card for Cross/Miller's The Legal Environment of Business: Text and Cases, 10th (MindTap Course List)
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- Last Chance Agreement Versus Just Cause–Progressive Discipline CASE STUDY 12-2 Background On March 27, 1998, the Company, the Union, and Mr. Danny Webb, the Grievant, entered into and signed the following Agreement: Without precedent, the Company, the Union, and Mr. Danny Webb agree to the following: 1. Mr. Webb has reached the discharge step for progressive discipline under Category ‘‘B’’ rules. He is, hereby, given a final opportunity to save his job by compliance with conditions set forth in this agreement. CHAPTER 12: EMPLOYEE DISCIPLINE 557 2. There will be a suspension from 3/27/98 to 4/20/98. Mr. Webb will return to work the week of 4/20/98. 3. There will be a probationary period of 18 months, which will expire September 27, 1999. 4. The violation of any plant rule during the probationary period will result in immediate discharge. 5. Any absence of scheduled work time, including tardiness, during the probationary period will result in immediate…arrow_forwardA former Google worker sued the tech giant and the online staffing firm oDesk (now part of Upwork, a global freelancing platform) alleging that he and others were misclassified as independent contractors rather than Google employees. According to the suit, the employee was paid as an independent contractor through oDesk and assigned projects that were impossible for him to complete in the maximum 30 hours per week that he was authorized to bill. This forced him to work additional hours on his own time, without the benefit of overtime pay to which he was legally entitled to under the Fair Labor Standards Act. Google also provided the worker with a mobile phone, tablet, and laptop computer while he worked at Google offices in New York. Google further required that the worker use Google proprietary software and conform to the employee code of conduct in regards to absenteeism, blogging, and dress code. The worker complained about nonpayment of the additional work hours and attempted to…arrow_forwardJoan Leikvold was hired by Valley View Community Hospital as an operating room supervisor in 1972. She did not have a contract for a specific duration, nor was she told that the hospital would not discharge her except for cause. She was provided with a policy manual and told that the policies were to be followed in her employment relationship with the hospital. In 1978, she became the director of nursing. In October 1979, she requested a transfer back to her former position in the operating room. The chief executive officer (CEO) felt that it was inadvisable for someone who had been in a managerial position to take a subordinate position. Leikvold withdrew the transfer request but was subsequently fired. Her personnel record indicated “insubordination” as the reason for discharge. Leikvold was an at-will employee. At-will means that there is a contract made for an indefinite duration and either party, employer or employee, may terminate the contract at any time for any reason, or…arrow_forward
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