Bundle: The Legal Environment Of Business: Text And Cases, 10th + Mindtap Business Law, 1 Term (6 Months) Printed Access Card
10th Edition
ISBN: 9781337374835
Author: CROSS
Publisher: CENGAGE L
expand_more
expand_more
format_list_bulleted
Question
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
Expert Solution & Answer
Trending nowThis is a popular solution!
Students have asked these similar questions
Please help with the question.
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.
Please help me with the questions
Chapter 20 Solutions
Bundle: The Legal Environment Of Business: Text And Cases, 10th + Mindtap Business Law, 1 Term (6 Months) Printed Access Card
Knowledge Booster
Similar questions
- Mark Young is the head of the painting department in a large hospital; 20 union employees report to him. Before coming on board at the hospital, he had worked as an independent contractor. At the hospital, he took a position that was newly created because the hospital believed change was needed in how painting services were provided. Upon beginning his job, Mark did a 4-month analysis of the direct and indirect costs of painting services. His findings supported the perceptions of his administrators that painting services were inefficient and costly. As a result, Mark completely reorganized the department, designed a new scheduling procedure, and redefined the expected standards of performance. Mark says that when he started out in his new job he was “all task,” like a drill sergeant who didn’t seek any input from his subordinates. From Mark’s point of view, the hospital environment did not leave much room for errors, so he needed to be strict about getting painters to do a good job…arrow_forwardT.W.E., a large manufacturer, prohibited its employees from distributing union leaflets to other employees while on the company’s property. Richard, an employee of T.W.E., disregarded the prohibition and passed out the leaflets before his work shift began. T.W.E. discharged Richard for his actions. Has T.W.E. committed an unfair labor practice? Explain.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_forward
- Joan 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_forwardCase6 Therien, an independent contractor, operated a trucking business. He drove one truck and hired drivers to operate the others. Therien was engaged in the business for several years and has been doing business with City Construction Company. Teamsters is a trade union within the definition of that expression in the Labour Relations Act. The City Construction Company entered into a collective agreement with the Teamsters’ Union requiring, as one of its terms, that all employees be union members. Therien agreed then to hire only union members for the operation of his truck. However, he declined to join the union personally because he wished to maintain his relation as an independent contractor in dealing with City Construction. He further claimed that, in the capacity of an employer in his own right, he was forbidden by the Labour Relation Code from participating in union activities. The union opposed his view, and because of the union’s threat to picket the City Construction, the…arrow_forwardHenry has worked for N 49,a small manufacturer of transistors, as a production supervisor for 15 years. He is 42 years old and the oldest member of the young workforce. He is also the only member of the production team paid a regular salary rather than an hourly wage, and the only one with a non competition agreement which restricts him from working for any other electronics component manufacturer in the province for five years following termination of his employment. With N 49 except as a result of a layoff. Due to COVID-19 and is a part of a the other production workers be reduced to six hour shifts but to be on call, including weekends, without any extra pay if there is a demand spike. Henry explained to his boss Ted that he couldn't follow this plan as it would require him to be available on the weekends when he must be available to look after his young children so that his wife Haley can go on her shifts as an emergency medical service. Dispatcher N 49 is not…arrow_forward
- Henry has worked for N 49,a small manufacturer of transistors, as a production supervisor for 15 years. He is 42 years old and the oldest member of the young workforce. He is also the only member of the production team paid a regular salary rather than an hourly wage, and the only one with a non competition agreement which restricts him from working for any other electronics component manufacturer in the province for five years following termination of his employment. With N 49 except as a result of a layoff. Due to COVID-19 and is a part of a the other production workers be reduced to six hour shifts but to be on call, including weekends, without any extra pay if there is a demand spike. Henry explained to his boss Ted that he couldn't follow this plan as it would require him to be available on the weekends when he must be available to look after his young children so that his wife Haley can go on her shifts as an emergency medical service. Dispatcher N 49 is not…arrow_forwardCEO terminated Linda and terminated five childcare workers, resulting in a violation of the state law regulating ratio requirements. Linda's employer did not give her a reason why she was fired. Linda worked for the corporation for 10 years and consistently had very high scores on her performance reviews before her termination. Linda did not have an employment contract. What are examples of the causes of action that Linda could bring against her former employer and the potential outcomes?arrow_forwardExplain the legal considerations for businesses in relation to employee non-compete agreements and confidentiality clauses.arrow_forward
- Describe the legal requirements an employer must follow in relation to health and safety.arrow_forwardInteractive Data Corp. hired Abdullah as an assistant product manager at a starting salary of $18,500. Over the next six years, Interactive steadily promoted Abdullah until he became Los Angeles branch manager at a salary of $56,116. Interactive’s officers repeatedly told Abdullah that he would have his job as long as his performance was adequate. In addition, Interactive distributed an employee handbook that specified “termination guidelines,” including a mandatory seven-step pre-termination procedure. Two years later, abdullah learned that his recently hired supervisor, Nargis, was under investigation by the FBI for embezzlement at his previous job. Abdullah reported this to Interactive officers. Shortly thereafter, Interactive fired Abdullah. He sued, claiming that Interactive could fire him only for good cause, after the seven-step procedure. Valid contract Criteria : ( Offer, Acceptance, Consideration, Legality, Capacity, Consent, Writing) A). What possible information and…arrow_forwardCorey, who works as a mechanic, falls off a ladder, breaks his arm, and loses consciousness. Upon returning to the company post-treatment, the company transfers him to a different position. Does the company need to make a report under the Occupational Safety and Health Act (OSHA)?arrow_forward
arrow_back_ios
SEE MORE QUESTIONS
arrow_forward_ios
Recommended textbooks for you
- BUSN 11 Introduction to Business Student EditionBusinessISBN:9781337407137Author:KellyPublisher:Cengage LearningEssentials of Business Communication (MindTap Cou...BusinessISBN:9781337386494Author:Mary Ellen Guffey, Dana LoewyPublisher:Cengage LearningAccounting Information Systems (14th Edition)BusinessISBN:9780134474021Author:Marshall B. Romney, Paul J. SteinbartPublisher:PEARSON
- International Business: Competing in the Global M...BusinessISBN:9781259929441Author:Charles W. L. Hill Dr, G. Tomas M. HultPublisher:McGraw-Hill Education
BUSN 11 Introduction to Business Student Edition
Business
ISBN:9781337407137
Author:Kelly
Publisher:Cengage Learning
Essentials of Business Communication (MindTap Cou...
Business
ISBN:9781337386494
Author:Mary Ellen Guffey, Dana Loewy
Publisher:Cengage Learning
Accounting Information Systems (14th Edition)
Business
ISBN:9780134474021
Author:Marshall B. Romney, Paul J. Steinbart
Publisher:PEARSON
International Business: Competing in the Global M...
Business
ISBN:9781259929441
Author:Charles W. L. Hill Dr, G. Tomas M. Hult
Publisher:McGraw-Hill Education