On January 29th, 2009 President Obama signed his first bill, the Lilly Ledbetter Fair Pay Act. Recognition to pass the bill began when Lilly Ledbetter received an anonymous letter stating the male managers and their surprisingly larger salaries. Ledbetter decided to take Goodyear Tire & Rubber Co. to court, however, the judge ruled in favor of Goodyear Tire & Rubber Co., which then lead to the Lilly Ledbetter Fair Pay Act. The act states that as long as workers file their charges within 180 days (or 300 days in some jurisdictions) from the time they received any discriminatory paycheck, they are able to file a claim (Committee On Education & The Workforce Democrats). Although the act is better than the Equal Pay Act of 1963, which only allowed 180 days from the first discriminatory paycheck to file a claim, there are still problems with the act.
Are unions really worth the required monthly dues? In 1881, the Federation of Organized Trades and Labor Unions was first established. 5 years later, it transitioned into the American Federation of Labor (AFL) Unions have bridged the upper and lower class. If the Supreme Court passes the Janus case, it could mean the decline of the middle class.
Right-to-work laws have been heavily debated even before their formal inception in the mid-1940s and they continue to be debated today. The core of the debate is about union security, which is the unions right to secure their position in a shop once voted in. One example of union security is compulsory unionism. Right-to-work laws are legislation enacted on a per state bases that limits or eliminates compulsory unionism. The main viewpoint of right-to-work supporters is that compulsory unionism breaches inherent freedoms.
Fair Labor Standard Act original proposal was made the way for a much broader labor standards bill, which Frances Perkins (U.S Secretary of Labor) had long supported, setting minimum wages and maximum work hours for most industrial workers. This proposal had very closest relationship exist with the wage and hour standards established under the National Industrial Recovery Act. Extreme flexibility was the keynote of the original proposed draft. Wage and hour standard had a differentiation between different industries and localities on initial draft. President Roosevelt desired to cover a broad field of trade practices on this bill.
Employees are allowed to organize within unions if they decide to because of unfair labor practices. Employers are the chief organizers of the business company and make major decisions. Supervisors make decisions
It all started when President Roosevelt passed the Fair Labor Act (FLSA) of 1938. The FLSA establishes the standards of the basic minimum wage and overtime pay; it pertains to most private and public employment. The act restricts the amount of hours that children under the age of 16 can work and restricts the considered “dangerous jobs” that employ kids less than 18 years old. The act is administered within the U.S. Department of Labor, and anything pertaining to the act can only be done through them. Every employee is covered by the FLSA.
1) National Labor Relations Act (NLRA): The passing of the NLRA provided three basic rights for union workers: 1) the right to self-organization; 2) the right to bargain collectively through representatives of their own choosing; 3) the right to engage in “concerted activities” for employees’ mutual aid or protection. Section 8(a) prohibits an employer from attempting to interfere with the rights of employees freely to choose which union represents them or from discriminating against any employee to encourage or discourage union membership 29 U.S.C Section 158(a) (1) and (2). This act helped players and leagues stay protected against abusive teams and to create their own unions. It also demanded that teams and players through their union engage in good faith
Despite the cons of unions overall they help not only the employees but also the
All five of these provisions were geared to increase the rights of workers. The first provision was prohibiting management from interfering, restraining, or coercing employees’ rights of protection and mutual aid, freedom of association, collective bargaining for wages, self-organization, to join, form, or assist in labor organizations, engaging in concerted activities regardless of being in a union or not. The second provision is to prohibit employers from interfering or dominating with the administration of a labor organization. The third provision stopped the discrimination against employees who chose to encourage and discourage any acts of support for a labor organization. The fourth provision restricted the discrimination against any employees who have filed charges or testified.
Summarize the employment-at-will doctrine discussed in the text and then evaluate three (3) of the six (6) scenarios described. The employment-at-will doctrine is a legal rule that allows employers to fire employees for any or no reason at all. According to the text this legal rule developed in the nineteenth, providing theoretic support for employment-at-will doctrine. The economic philosophy is mainly based on the legal foundation of freedom of contract. The philosophy is based on the idea that people have the right to dispose of everything they own including employees and the intended contractual promises they made is legitimately enforceable.
Business find themselves pushed into a corner when unionization is introduced within the limitations of their business structure, not every organization is faced with unionization, but those that do have to find ways to limit the exposure that will lead to limited production, increase in prices, and increase in employee associated issues. These issues steam from higher wages, working conditions and offered benefits. When unions are introduced or organized, workers have several tactics that are very successful at getting organizations to sit at the table and work out new arrangements to improve employee wages, and benefits. The tactics used in most cases are strikes, these strikes are instigated by the unions and carried out by the employees
Unemployment is universally recognized as a bad thing. While economists and academics make convincing arguments that there is a certain natural level of unemployment that cannot be erased, elevated unemployment imposes significant costs on the individual, the society and the country. Worse yet, most of the costs are of the dead loss variety where there are no offsetting gains to the costs that everyone must bear (Depending on how it 's measured). Unemployment represents the number of people in the work force who want to work but do not have a job. It is generally stated as a percentage and calculated by dividing the number of people who are unemployed by the total work force.
Over the past couple of years, a partnership between twelve countries has been drafted and on February 3, 2016, finally signed this partnership to continue the ratification process. This partnership, known as the Trans-Pacific Partnership includes Australia, Brunei, Canada, Chile, Japan, Malaysia, Mexico, New Zealand, Peru, Singapore, the United States, and Vietnam. The main concept of the Trans-Pacific Partnership is to boost the global economy by expanding jobs, boosting trade, reducing poverty, and improving the food needs in the Asia-Pacific region. One company, Deere & Company, that already receives nearly 40% of its revenues from sales outside of the US is a huge supporter of this partnership. Deere & Company has spoken out about the
Trade unions may also provide legal advice, financial assistance, sickness benefits and education facilities to their members. Trade union membership has been decline across the industrialized market economies in recent years. Decline in membership is due to largely to common developments such as a decline in employment in traditionally manufacturing industry and the growth of service employment and increasing levels of employment. The trade union’s main aim is to protect and advance the interest of its members in the workplace.
The term labour relations, refers to the system in which employers, employees and their representatives (management) and, the government who all interact and work together directly and indirectly to set the ground rules for working relationships inside and organization. labour relations has its roots stemming from the industrial revolution, where we saw the emergence of trade unions to represent workers and their rights. A labour relations system reflects the interaction between the main actors in the organization namely the government, the employer, trade unions and employees. Well set out labour relations in an organization safeguards fair labour practices, as well as contributes to long term success within the organization. There are multiple advantages to the Labor Relations Act, all of these advantages are put into place in order to protect the well being of the employee as well as the employer both on a fair and equal basis.
