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Week 5 Guidance Week 5 will provide an overview of collective bargaining. One of the main laws that regulates collective bargaining and similar issues is the National Labor Relations Act of 1935. This week’s assignments include reading Chapters 8 and 9 of the textbook, two discussion board questions, and an assignment. As for the discussion questions, you can use your textbook as a reference as well as other outside academic references. The rubric for the discussion boards can be found in your classroom. Please email me with any questions. Week 5 Assignment Overview Read Chapters 8-9 1. Discussion 1: National Labor Relations Board and Act Due by day 3 2. Discussion 2: Right to Strike Due by day 3 3. Assignment: Collective Bargaining Agreement Due by day 7 The National Labor Relations Act (NLRA) was created to “protect the rights of employees and employers, to encourage collective bargaining, and to curtail certain private sector labor and management practices, which can harm the general welfare of workers, businesses, and the U.S. economy.” (“National Labor Relations Act,” n.d., para. 1). NLRA has implications for the employer, the union, and the employee. The NLRA provides employees with the right to organize and bargain collectively with their employers. Additionally, employees covered by the NLRA are protected from certain types of employer and union misconduct (“Health Plans and Benefits,” n.d.). All parties (the employee and employer) must engage in good-faith bargaining. If the parties do not engage in good-faith bargaining, it is an unfair labor practice. As an employer, if there is a certified union, the employer has to deal with the union and not directly with the employees. This would be an unfair labor practice, as well as a violation of the act (“National Labor Relations Act,” n.d.). A federal agency that works closely under the NLRA is the National Labor Relations Board (NLRB). The NRLB 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 (“National Labor Relations Board,” n.d., para. 1). This agency deals with unfair labor practices committed by private sector employers and unions. Any employees, employers, and/or union representatives who believe that their rights (based on the NLRA) have been violated may file charges (“National Labor Relations Board,” n.d.). The charges will then be investigated by the NLRB. If it is determined that the charges are legitimate, the NLRB will request the parties attempt to settle the dispute. If the dispute cannot be settled by the parties, the case will be heard before an administrative law judge (“National Labor Relations Board,” n.d.). The information in this week’s material demonstrates that several statutes and laws, as well as federal agencies, deal with labor relations between employees and employers as well as unions. I hope that the above information will help you to understand this week’s material. Again, if you have any questions, please do not hesitate to contact me. References Health plans & benefits: ERISA. (n.d.). U. S. Department of LaborLinks to an external site. . Retrieved from https://www.dol.gov/general/topic/health-plans/erisa National Labor Relations Act, 29 U.S.C. §§ 151-169 (1935). What we do. (n.d.). National Labor Relations BoardLinks to an external site.. Retrieved https://www.nlrb.gov/what-we-do Right to Strike [WLOs: 2, 3] [CLOs: 1, 2] Strikes may be rare, but it is noteworthy that they have been occurring more frequently in recent years. It is prudent for HR professionals to consider including a strategy for responding to picket lines and protests in their company’s operational plan, especially given the compliance risk and remedies for situations that are not handled properly. In your initial post, analyze whether public employees should have the right to organize and have the right to strike. If yes, what groups should be permitted to have the right to strike and which should not have the same right and why? Required Resources Text Remington, J., Heiser, R. T., Smythe, C., & Sovereign, K. (2012). Human resources law (5th ed.). Pearson. Chapter 8: Collective Bargaining in the Private Sector Chapter 9: Public-Sector Labor Relations Articles Kenton, W. (2017, November 14). Taft-Hartley ActLinks to an external site.. Investopedia. Retrieved from https://www.investopedia.com/terms/t/tafthartleyact.asp This article provides information about the Taft-Harley Act of 1947 intended to prevent certain union practices and will assist you in your National Labor Relation Board discussion this week. Accessibility Statement does not exist. Privacy PolicyLinks to an external site. Pasternak, D. (2018, July 12). NLRB announces new pilot ADR programLinks to an external site.. Retrieved from https://www.employmentlawworldview.com/nlrb-announces-new-pilot-adr-program/ This article highlights some examples of: employee rights protected by the National Labor Relations Act, employer conduct that violates the National Labor Relations Act, labor organization behavior that violates the National Labor Relations Act, and workers who are excluded from the National Labor Relations Act. Accessibility Statement does not exist.