NLRA S.22: Definition of Employer: Statutory Exclusions

1
NLRA S.2(2) Definition of Employer Statutory
Exclusions

• Federal Govt. or Govt. Corporation (U.S. Postal
  Service is Included)
• State or Local Govt. or Political Sub.
• Railway Labor Act Employers (Rail, Airlines, Fed
  Ex.)
• Labor Organizations in Representative Capacity

2
NLRA S. 2(2) Def. of Employer Judicial
Exclusions

• Firms with Close Relationship to Foreign
  Government
• Foreign-Flagged Vessels with Foreign Crews
• Parochial Schools Catholic Bishops case

3
NLRA S. 2(3) Def. of Employee Statutory
Exclusions

• Ag Laborer Holly Farms case
• Domestic
• Employee of Parent or Spouse
• Indpt. Contractor
• Supervisor (S.2(11) Health Care Ret. Corp.
  Kentucky River cases
• Employees of R.L.A. Employer

4
NLRA S. 2(3) Def. of Employee Judicial
Exclusions

• Managerial Employees NLRB v. Textron case,
  Yeshiva case
• Confidential Employees Hendricks Cty. Rural
  Elec. Coop. Meenan Oil Cases

5
Union Representation Rights

• Voluntary Recognition -- Authorization Cards
  S. 8(a)(2) concerns
• Consent Election -- Expedited Process
• Formal Election -- Formal Hearings on Issues
• Bargaining Order Remedy for Unfair Labor
  Practice Kinney Drugs case

6
Bargaining Unit Determination Issues

• Craft vs. Industrial Unit
• Industrial Preferred
• Craft -- Skilled Trades Construction Industry
• Single vs. Multi Employer Unit
• Single Employer Preferred
• Single vs. Multi Plant Unit
• Single Plant Preferred
• Utilities and Transportation Industry
  System-Wide Unit

7
Bargaining Unit Determination Statutory
Provisions

• S.9(b)(1) Professionals included with
  non-professional only if majority of
  professionals agree
• S.9(b)(2) Cant refuse to sever craft unit
  because of inclusion in prior unit, unless
  majority craft employees vote against separate
  unit
• S.9(b)(3) Cant include guards with other
  employees union for guards only
• S.9(c)(5) extent of union organizing cant be
  controlling factor in bargaining unit
  determination

8
Bargaining Unit Determination Community of
Interest

• working conditions, wages, hours, nature of
  duties, skills, training or qualifications
• geographical and physical proximity
• history of prior bargaining
• similarity of employer administrative units
• functional integration, frequency of interchange
• desires of employees

9
Bargaining Unit Determination Health Care
Institutions

• NLRB Approach Am. Hosp. Assoc. v. NLRB
• physicians
• registered nurses
• other professionals
• medical technicians
• skilled maintenance workers
• clerical workers
• guards
• other non-professionals
• No Unit
• Prior Units or Smaller units -- use Community of
  Interest

10
Craft Unit SeveranceMallinckrodt Chemical Works
Case

• non-repetitive functions, functionally-distinct
  department
• history of collective bargaining with the
  employer, within the industry
• maintained separate identity despite inclusion in
  larger unit
• degree of integration of employer production
  process
• qualifications of union and experience in
  representing craft workers

11
UNFAIR LABOR PRACTICES

• S. 7 Protected Activity
• All employees under the NLRA, whether unionized
  or not
• Protected Activity Requirement
• concerted
• for mutual aid protection
• NLRB v. City Disposal Systems

12
UNFAIR LABOR PRACTICES by EMPLOYERS

• S. 8(a)(1) -- interference, coercion or restraint
  of employees S.7 rights
• S. 8(a)(2) -- domination or support of labor
  organization
• S. 8(a)(3) -- discrimination in terms or
  conditions of employment to encourage/discourage
  union membership
• S. 8(a)(4) -- reprisals
• S. 8(a)(5) -- failure to bargain in good faith

13
UNFAIR LABOR PRACTICES by UNIONS

• S. 8(b)(1) -- interference, coercion or restraint
  of employees S.7 rights
• S. 8(b)(2) -- getting employer to discriminate in
  t c of employment to encourage/discourage union
  membership
• S.8(b)(4) -- secondary picketing
• S. 8(b)(7) -- recognitional picketing
• S.8(e) -- hot cargo clause

14
DUTY TO BARGAIN IN GOOD FAITH

• S. 9(a) -- if union has majority support, it is
  exclusive bargaining agent
• S. 8(d) -- must bargain over wages, hours, and
  other terms and conditions of employment
• Scope of bargaining mandatory, permissive and
  illegal subjects
• Duration of Duty to Bargain
• Remedies for Breach of Duty to Bargain