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Labor board nashville tn Form: What You Should Know
National Labor Relations Board and Office of the Commissioner The National Labor Relations Board is an independent federal agency charged with the enforcement of, and adjudication of disputes relating to, the National Labor Relations Act and the Railway Labor Act. The NLRB's powers are set forth in the Labor Management Relations Act (hereinafter the “LMA”). The LMA is administered by the National Labor Relations Board and the Secretary of Labor. The LMA provides specific procedures that all employers must follow when engaging in union activity, by authorizing these employers to engage in union activity for their employees. These procedures include, among other things, the establishment of a union. The Act's purpose is to protect a right of employees to engage in concerted activity concerning working conditions and other employment rights, which shall include the right to engage in concerted activity regarding wages, hours, and other conditions of employment. However, it does not create any right to engage in concerted activity concerning non-management wages, hours, and working conditions. While the Act contains nothing that prohibits a union from engaging in concerted activity concerning non-management wages, hours, or working conditions, that activity necessarily would implicate the provisions of the LMA. The specific provisions of the LMA that must be addressed in determining whether the activity falls within the scope of the Act are set forth in a variety of sections of the Act and in a variety of other legislation. In addition, the specific provisions of the LMA are subject to change. For the purposes of the NLRB, a person is “engaged in concerted activity” if that person's activity concerns the management of a workplace and involves at least two (2) employees. A person is “engaged in concerted activity” even if he or she does not manage the workplace and merely assists in its administration. Any actions or policies which are employed by a person whose activities are governed by the LMA have all the same implications as if that person were engaging in concerted activity in that person's capacity as an employee. For example, an employer's failure to grant a request for a written job description or grievance procedure that complies with the basic requirements of the LMA for an employee would also be construed to provide evidence of a violation of the LMA.
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