Case s ummary : The company V signed a collective bargaining agreement with company C which covered installation and maintenance of employees. V, C, and other charitable organizations joined hands for conducting blood donation drives. For each drive, employees received full salary. V told C that its employees would not be taking part in drive during working hours as it faced consumer complaints. C filed a complaint before National Labor Board (NLRB) demanding that V should be ordered to bargain over its decision.
To find : The possibility of unfair labor practice by the company V.
Case s ummary : The company V signed a collective bargaining agreement with company C which covered installation and maintenance employees. V, C, and other charitable organizations joined hands for conducting blood donation drives. For each drive, employees received full salary. V told C that its employees would not be taking part in drive during working hours as it faced consumer complaints. C filed a complaint before National Labor Board (NLRB) demanding that V should be ordered to bargain over its decision.
To explain: The correctness on the part of NLRB to grant C’s request.
Want to see the full answer?
Check out a sample textbook solutionChapter 22 Solutions
The Legal Environment of Business: Text and Cases (MindTap Course List)
- The accidental baker Mamello Morongwe, a certified food technologist was working on a biscuit recipe for her employer, a leading biscuit manufacturer, when she discovered a muffin recipe. The employer expressed no interest in pursuing this segment of the market and gave Mamello the clearance to use the recipe in her private capacity for personal benefit, as part of their employee development program. After utilising this recipe to bake muffins for special events only, which she distributed over weekends, Mamello finally resigned from her job and is now pursuing her business on a full-time basis – her former employer is now a customer and has placed a full-year weekly order for 20 dozens of muffins every Friday. Armed with a business plan and registration documents for her business, Muffin Boffin, Mamello feels ready to take the country by storm. Q.1 . Explain below categories of inventory that are likely to be found at Muffin Boffin. Use practical examples relevant to their…arrow_forwardWorld Color operated a printing plant. a written policy stated: “Baseball caps are prohibited except for [world Color] baseball caps.” The policy permitted employees to accessorize their uniforms “in good taste and in accordance with all safety rules.” The Graphic Communications Conference of the international Brotherhood of Teamsters filed an unfair labor practice charge with the NLRB claiming that the policy prohibited employees from wearing union insignia at work. it said world Color was interfering with its employees’ “right to self-organization, to form, join, or assist labor organizations, . . . and to engage in other concerted activities for the purpose of collective bargaining” as guaranteed by federal law. The NLRB agreed and world Color appealed. Was the baseball cap policy an unfair labor practice?arrow_forwardA bargaining representative election was held in Smith Electronic Company against the will of the employer. The employer threatened to terminate those employees who cast their vote during representative election. In this situation, the employer has violated: administrative regulations. the contract bar rule. the silent period. the forty-eight-hour rule.arrow_forward
- Through which governing body did the United Auto Workers submit complaints to, on behalf of the students of UMass Amhurst, regarding their grievance with University administrators stating they would not enter into any negotiations with the students after their vote to unionize? GEO (Graduate Employee Organization? CBUB (Collective Bargaining Union Board) NLRB (National Labor Relations Board) MLRC (Massachusetts Labor Relations Commission)arrow_forwardThe Case of Baylor University Patty Crawford, the Title IX coordinator at Baylor from November 2014 to October 2016, was hired to coordinate the institution’s Title IX compliance when this case took place (Baylor University, n.d.). Like all Title IX coordinators, Crawford’s role was a comprehensive administrative role that bears the responsibility of ensuring that campuses prevent and respond to gender discrimination, including sexual misconduct. This role spans duties related to grievance process management, victim assistance, organization management, and climate management (Lake, 2017). In addition to managing the institution’s compliance, Title IX coordinators also craft comprehensive training and awareness strategies to ensure students, employees, and other campus stakeholders are aware of how to identify and report sexual misconduct and what resources are available to students regardless of whether they choose to proceed with the grievance process. Crawford alleged that she was…arrow_forwardIs Nurse Jones' disclosure to Paris Lights of Terrence's condition permitted and required by stateor federal law?arrow_forward
- CEO 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_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_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
- In 2016, a group of Somali nationals filed a discrimination claim against Ariens, a Briliion, WI-based manufacturer of snowthrowing and small enging outdoor equipment. The employees, all Muslim, had been allowed to align their company-paid and designated break period with their daily religious obligations to pray. In January 2016, Ariens changed their policy to be less flexible and the employees were no longer able to align their rest periods with the timing of their prary rituals. Shortly following, the employees were discharged or resigned and filed a class suit against Ariens with the Green Bay office of the EEOC. Do they have a valid claim? Should Ariens continue to accommodate? What would you do if you were an HR officer at Ariens?arrow_forwardBusiness law disucssarrow_forwardEmployee, a Muslim, is a management trainee at an airport car rental office. As part of her religious practice, employee wears a hijab (headscarf). She is told by her supervisor that the hijab does not match the uniforms she is required to wear, so she must stop wearing them or be transferred to another position with less customer interaction. Employee was later terminated as part of a company cutback. She sues for religious discrimination. Does she win?arrow_forward
- 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