Slip opinions are subject to revision before publication in bound volumes. Introduction to the NLRB The National Labor Relations Board is an independent federal agency that protects the rights of private sector employees to join together, with or without a union, to improve their wages and working conditions.
Read More. What Are My Rights? Protect Employees The law we enforce gives employees the right to act together to try to improve their pay and working conditions, with or without a union.
My Account Portal. National Labor Relations Board. View Your Dashboard. Union Financial Integrity. Labor union officials occupy positions of trust and, therefore, must ensure that the union's funds and other assets are used solely for the benefit of the union and its members. It is a Federal crime for a labor union officer or employee to embezzle funds of the union.
To protect labor organizations and their members, OLMS conducts compliance audits and criminal investigations. In addition, CAP allows OLMS to provide compliance assistance to union officials to help them correct problems detected during the audit and to help prevent future violations.
The programs also increase communication and cooperation between OLMS and local, national, and international unions. OLMS also investigates violations of criminal laws. Among other investigations of criminal law violations, OLMS conducts embezzlement investigations to protect and safeguard union funds and assets. The LMRDA establishes additional financial safeguards for labor organizations, such as prohibitions on certain loans to and payments of fines for union officials, bonding for those who handle union funds, and a year bar for individuals convicted of certain crimes.
Union and Labor-Management Transparency. The LMRDA is premised on the understanding that union members, officers, and the public in general would benefit by having access to information about labor unions, their officers and employees, employers, labor relations consultants, and surety companies. Known as objectors, they are no longer full members but are still protected by the union contract.
Unions are obligated to tell all covered employees about this option, which was created by a Supreme Court ruling and is known as the Beck right. An employee may object to union membership on religious grounds, but in that case, must pay an amount equal to dues to a nonreligious charitable organization. In these states, it is up to each employee at a workplace to decide whether or not to join the union and pay dues, even though all workers are protected by the collective bargaining agreement negotiated by the union.
About NLRB. National Labor Relations Board. View Your Dashboard. Examples of employer conduct that violates the law: Threatening employees with loss of jobs or benefits if they join or vote for a union or engage in protected concerted activity. Threatening to close the plant if employees select a union to represent them.
Questioning employees about their union sympathies or activities in circumstances that tend to interfere with, restrain or coerce employees in the exercise of their rights under the Act. Promising benefits to employees to discourage their union support. Transferring, laying off, terminating, assigning employees more difficult work tasks, or otherwise punishing employees because they engaged in union or protected concerted activity.
Transferring, laying off, terminating, assigning employees more difficult work tasks, or otherwise punishing employees because they filed unfair labor practice charges or participated in an investigation conducted by NLRB. Examples of labor organization conduct that violates the law: Threats to employees that they will lose their jobs unless they support the union. Seeking the suspension, discharge or other punishment of an employee for not being a union member even if the employee has paid or offered to pay a lawful initiation fee and periodic fees thereafter.
Refusing to process a grievance because an employee has criticized union officials or because an employee is not a member of the union in states where union security clauses are not permitted.
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