Labor Relations: Feb. 14-17U.S. Government Printing Office, 1949 - Industrial relations |
Common terms and phrases
affecting commerce agreement American Federation apply apprentice arbitration Association BROWN CHAIRMAN closed shop closed-shop collective bargaining committee Communist Congress contract council counsel court decision DENHAM Department of Labor disputes effect employer fact Federation of Labor GARDINER going Government GREEN GUFFEY injunction interest interstate commerce issue jurisdiction jurisdictional strikes labor organization Labor Relations Board labor unions labor-management legislation Machinists matter Mediation membership ment National Labor Relations NLRB Norris-LaGuardia Act picketing plant ployer present bill President professional employees provisions question Railway Labor Act record Relations Act representatives secondary boycott Senator DONNELL Senator DOUGLAS Senator HILL Senator HUMPHREY Senator MORSE Senator NEELY Senator PEPPER Senator SMITH Senator TAFT Senator WITHERS statement strike Taft-Hartley Act Taft-Hartley law thing tion unfair labor practice union shop union-shop United vote wages Wagner Act WILSON workers
Popular passages
Page 2140 - supervisor' means any individual having authority, in the interest of the employer, to hire, transfer, suspend, lay off, recall, promote, discharge, assign, reward, or discipline other employees, or responsibly to direct them, or to adjust their grievances, or effectively to recommend such action, if in connection with the foregoing the exercise of such authority is not of a merely routine or clerical nature, but requires the use of independent judgment.
Page 1972 - 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...
Page 1965 - Nothing in this Act shall be construed to require an individual employee to render labor or service without his consent, nor shall anything in this Act be construed to make the quitting of his labor by an individual employee an illegal act; nor shall any court issue any process to compel the performance by an individual employee of such labor or service, without his consent...
Page 1748 - That the Board shall not (1) decide that any unit is appropriate for such purposes if such unit includes both professional employees and employees who are not professional employees unless a majority of such professional employees vote for inclusion in such unit...
Page 1985 - 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.
Page 1699 - He shall have final authority, on behalf of the Board, in respect of the investigation of charges and issuance of complaints under section 10, and in respect of the prosecution of such complaints before the Board, and shall have such other duties as the Board may prescribe or as may be provided by law.
Page 2220 - ... that he is not a member of the Communist Party or affiliated with such party, and that he does not believe in, and is not a member of or supports any organization that believes in or teaches, the overthrow of the United States Government by force or by any illegal or unconstitutional methods.
Page 1778 - It shall be an unfair labor practice for a labor organization or Its agents— ". . . (4) to engage In, or to Induce or encourage the employees of any employer to engage In, a strike or a concerted refusal In the course of their employment...
Page 2140 - Nothing herein shall prohibit any individual employed as a supervisor from becoming or remaining a member of a labor organization, but no employer subject to this Act shall be compelled to deem individuals defined herein as supervisors as employees for the purpose of any law, either national or local, relating to collective bargaining.
Page 2218 - Experience has proved that protection by law of the right of employees to organize and bargain collectively safeguards commerce from injury, impairment, or interruption, and promotes the flow of commerce by removing certain recognized sources of industrial strife and unrest, by encouraging practices fundamental to the friendly adjustment of industrial disputes arising out of differences as to wages, hours, or other working conditions, and by restoring equality of bargaining power between employers...