Oversight Hearings on Landrum-Griffin Act: Hearings Before the Subcommittee on Labor-Management Relations of the Committee on Education and Labor, House of Representatives, Ninety-eighth Congress, Second Session, Hearings Held in Washington, D.C., on February 7 and 8, 1984U.S. Government Printing Office, 1984 - 864 páginas |
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Página 4
... closed Department case files covering the period from 1979 to 1983 ; internal documents and memoranda provided by the Department ; the Department's response to questions posed in a letter by Chairman Clay , and other background ...
... closed Department case files covering the period from 1979 to 1983 ; internal documents and memoranda provided by the Department ; the Department's response to questions posed in a letter by Chairman Clay , and other background ...
Página 11
... closed . " 5 / As a result of this , instruction , approximately 100 cases were closed . In many of these cases the Department had already found reportable activity . Thus not only does LMSE no longer have a program to identify ...
... closed . " 5 / As a result of this , instruction , approximately 100 cases were closed . In many of these cases the Department had already found reportable activity . Thus not only does LMSE no longer have a program to identify ...
Página 19
... closed . LMSE no longer requires reports for activities which the Pressures hearings documented as the most prevalent form of modern consultant activity -- the coordination of an employers anti - union campaign through the use of front ...
... closed . LMSE no longer requires reports for activities which the Pressures hearings documented as the most prevalent form of modern consultant activity -- the coordination of an employers anti - union campaign through the use of front ...
Página 20
... closed . ADDITIONAL CONSEQUENCES OF NON - ENFORCEMENT As indicated previously the primary consequence of non - enforcement has been non - compliance with the law . The following is a list of some additional predictable results of non ...
... closed . ADDITIONAL CONSEQUENCES OF NON - ENFORCEMENT As indicated previously the primary consequence of non - enforcement has been non - compliance with the law . The following is a list of some additional predictable results of non ...
Página 21
... closed within the past 5 years . We found that 56 % of the cases were was dismissed for policy changes implemented within the last three years . CONCLUSION Based on the materials examined , we come to the following conclusions : 1. The ...
... closed within the past 5 years . We found that 56 % of the cases were was dismissed for policy changes implemented within the last three years . CONCLUSION Based on the materials examined , we come to the following conclusions : 1. The ...
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Términos y frases comunes
action Administrative Law Judge AFL-CIO agreement Alicia Angeles AREA OFFICE attorney bargaining California campaign Chairman charges CLAY consultant reporting consultants and employers contractor Convicted by plea copy Criminal Infor Date decertification decision Defendant DeForest Department of Labor Department's Disclosure Act election complaint employer and consultant ERLENBORN false entries Finck fiscal guilty to embezzling HUNSUCKER IBEW Indicted involved Kawasaki labor organization Labor Relations Board labor relations consultant Landrum-Griffin Landrum-Griffin Act law firm letter LMRDA LMSA LMSE Management ment Mike Sullivan National Labor Relations NLRB Palm Springs persuade employees persuader activity petition picket line plaintiff plea of guilty probation Prosecution Status provisions pursuant question reportable activity Reporting and Disclosure reporting requirements request Rerun response Secretary section 203 September 30 statement to legal Subcommittee subsequent investigations conducted Sullivan & Associates Sullivan firm supervisors tion told truck unfair labor practice union busters Washington Workers
Pasajes populares
Página 620 - ... any organization of any kind, any agency, or employee representation committee, group, association, or plan so engaged in which employees participate and which exists for the purpose, in whole or in part, of dealing with employers concerning grievances, labor disputes, wages, rates of pay, hours, or other terms or conditions of employment...
Página 620 - The expressing of any views, argument, or opinion, or the dissemination thereof, whether in written, printed, graphic, or visual form, shall not constitute or be evidence of an unfair labor practice under any of the provisions of this Act, if such expression contains no threat of reprisal or force or promise of benefit.
Página 598 - Enforcement may be verified, explained or clarified, and checked for accuracy and completeness, and shall include vouchers, worksheets, receipts, and applicable resolutions...
Página 347 - Labor shall be to foster, promote, and develop the welfare of the wage earners of the United States, to improve their working conditions, and to advance their opportunities for profitable employment.
Página 746 - Provided, That this paragraph shall not impair the right of a labor organization to prescribe its own rules with respect to the acquisition or retention of membership therein...
Página 593 - Any person whose rights secured by the provisions of this title have been infringed by any violation- of this title may bring a civil action in a district court of the United States for such relief (including injunctions) as may be appropriate. Any such action against a labor organization shall be brought in the district court of the United States for the district where the alleged violation occurred, or where the principal office of such labor organization is located.
Página 239 - This request for review must contain a complete statement setting forth the facts and reasons upon which* it is based. The request for review (eight copies) must be received by the Executive Secretary of the Board in Washington, DC , by the 'close of business on July 8, 1981.
Página 587 - Every labor organization required to submit a report under this title shall make available the information required to be contained in such report to all of its members...
Página 589 - ... where an object thereof, directly or indirectly, is to interfere with, restrain, or coerce employees in the exercise of the right to organize and bargain collectively...
Página 660 - ... (d) For the purposes of this section, to bargain collectively is the performance of the mutual obligation of the employer and the representative of the employees to meet at reasonable times and confer in good faith with respect to wages, hours, and other terms and conditions of employment, or the negotiation of an agreement, or any question arising thereunder and the execution of a written contract incorporating any agreement reached if requested by either party but such obligation does not compel...