Identify the Laws of Employment Practices that Managers Foll, Lecture notes of Accounting

Download Identify the Laws of Employment Practices that Managers Foll and more Lecture notes Accounting in PDF only on Docsity! Identify the Laws of Employment Practices that Managers Follows MT-203 Human Resource Management “The National Labor Relations Board (NRLB) is made up of a team of professionals who work to assure fair labor practices and workplace democracy nationwide.” (National Labor Relations Board, 2020) The NRLB, the creation by Congress in 1935, this agency has had an impact on America’s companies, industries, and unions. Since, the depression, the staff members investigate unfair labor practices by unions and employers. After the board, NLRB, was created Congress enacted the NRLA, which stands for the National Labor Relations Act which was also created in 1935. This Act helps protect the rights of employees and employers by encouraging collective bargaining and to restrict private sector labor and management practices which can harm the employees, organizations and overall, the economy. Employees are protected under the NRLA which include “union organizing, joining a union, whether recognized by employer or not, going out on strike to secure better working conditions, and refraining from activity on behalf of a union.” (Noe, Hollenback, Gerhart, Wright, 2020) In this case with the employee, she would be protected because she was in the process of joining a union. It was her right to conversate with others on social media even though it was on company computers. The employer should have never went digging to find out what she was up to. This goes against employees’ rights in the workplace. “Employees may choose to take part in union organizing or other activities on behalf of a union. That includes talking to one another on social media about organizing.” (Noe, Hollenback, Gerhart, Wright, 2020) Whether if she were posting or chatting with individuals about the employer, she would still be protected even though it was not in a union. Since it was in the process of becoming a union twenty-four hours before she was let go, the employer should have never dismissed her from her duties at the hospital. The NRLB would consider charging the employer for wrongful accusations. Then they will investigate this case, where the director will consider if formal action should be taken. After this happens, they would tend a hearing where the employer and the dismissed employee will give their own side of the situation. The court or the Administrative Law Judge will make a decision. After the decision goes their way, the NRLB will or order a cease and desist to the hospital and to remedy the unfair labor practice. The NRLB may seek remedies including reinstatement of discharged employees who may get backpay or a promissory note from the employer that states that they will do their part and not do this type of thing again.