National Labor Relations Board Decisions Sample Clauses

National Labor Relations Board Decisions a. Card check and Neutrality Neutrality agreements are enforceable under current law. The Board has explained that “national labor policy favors the honoring of voluntary agreements reached between employers and labor organizations . . . The Board will enforce such agreements, including agreements that explicitly address matters of representation.” Verizon Information Services, 335 NLRB No. 44 (2001) (internal citations and quotation marks omitted). “When an employer has agreed to recognize a union on the basis of a showing of majority support demonstrated by authorization cards, the employer will be held to that agreement.” Id. at n.7, citing Goodless Electric Co., 332 NLRB No. 96, slip op. at 4 (2000); Snow & Sons, 134 NLRB 709 (1961), enfd. 308 F.2d 6877 (9th Cir. 1962). In Verizon Information Services, supra, the Board dismissed a representation petition filed by a union that was party to a neutrality agreement. The agreement provided for employer neutrality, a card check recognition procedure, and union access to the employer’s premises and lists of employees, among other things. The union sought to file for a Board-supervised election when the parties could not agree of the scope of the bargaining unit. The Board ruled that the union could not seek a Board election after having invoked the provisions of a neutrality agreement to its benefit in organizing. See also Cam Industries, Inc., 251 NLRB 11 (1980), enf’d, 666 F.2d 411 (9th Cir. 1982) (employer that had agreed to be bound by results of card check by third party was required to recognize union that had obtained authorization cards from a majority of employees); Baseball Club of Seattle, 335 NLRB No. 45 (2001) (voluntary recognition under neutrality agreement bars decertification petition). The Board has recently called into question whether an employer’s agreement to recognize the union following a card check recognition procedure will bar a petition to decertify the union. Xxxx Corporation, 341 NLRB No. 150 (2004). Practically speaking, this may mean that an employer will be able to undermine a card check agreement simply by sponsoring a decertification petition if the union obtains a majority through the card check procedure. The Board’s decision could come down at any time.
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Related to National Labor Relations Board Decisions

  • NATIONAL LABOR RELATIONS BOARD CERTIFICATION Contractor certifies that no more than one (1) final unappealable finding of contempt of court by a Federal court has been issued against Contractor within the immediately preceding two-year period because of Contractor's failure to comply with an order of a Federal court, which orders Contractor to comply with an order of the National Labor Relations Board. (Pub. Contract Code §10296) (Not applicable to public entities.)

  • National Labor Relations Board Orders No more than one, final unappealable finding of contempt of court by a federal court has been issued against Contractor within the immediately preceding two-year period because of Contractor's failure to comply with an order of a federal court requiring Contractor to comply with an order of the National Labor Relations Board. Contractor swears under penalty of perjury that this representation is true.

  • Labor Relations No labor dispute exists or, to the knowledge of the Company, is imminent with respect to any of the employees of the Company, which could reasonably be expected to result in a Material Adverse Effect. None of the Company’s or its Subsidiaries’ employees is a member of a union that relates to such employee’s relationship with the Company or such Subsidiary, and neither the Company nor any of its Subsidiaries is a party to a collective bargaining agreement, and the Company and its Subsidiaries believe that their relationships with their employees are good. To the knowledge of the Company, no executive officer of the Company or any Subsidiary, is, or is now expected to be, in violation of any material term of any employment contract, confidentiality, disclosure or proprietary information agreement or non-competition agreement, or any other contract or agreement or any restrictive covenant in favor of any third party, and the continued employment of each such executive officer does not subject the Company or any of its Subsidiaries to any liability with respect to any of the foregoing matters. The Company and its Subsidiaries are in compliance with all U.S. federal, state, local and foreign laws and regulations relating to employment and employment practices, terms and conditions of employment and wages and hours, except where the failure to be in compliance could not, individually or in the aggregate, reasonably be expected to have a Material Adverse Effect.

  • CENTRAL LABOUR RELATIONS COMMITTEE C4.1 OPSBA, the Crown and OSSTF agree to establish a joint Central Labour Relations Committee to promote and facilitate communication between rounds of bargaining on issues of joint interest.

  • Labour Relations Committee (a) The parties agree that the purpose of the Labour Relations Committee is to discuss, and, if possible, resolve, any matters of interest to the parties. To this end, the parties shall meet to exchange information and may hold discussions in an attempt to solve any problem related to working conditions.

  • LABOR-MANAGEMENT RELATIONS COMMITTEE Section 1. The Employer and the Federation agree to the establishment of Labor- Management Relations Committees for Divisions represented by the Federation. The purpose of these Committees is to discuss any item of concern, including safety, to either party and to improve communications between the Employer and the members of the bargaining unit.

  • Health & Safety Committee The Employer agrees to establish a Health & Safety Committee for all employees of the company under the auspices of the Occupational Health and Safety Act (OHSA). The Committee shall be made up of an equal number (not less than one each) of non-bargaining unit and bargaining unit persons who have completed their probationary period. The Union has the right to appoint the members representing the bargaining unit. The Committee shall keep minutes of its meetings and post them in the shop. One copy will be forwarded to the Union office.

  • EQUAL EMPLOYMENT OPPORTUNITIES FOR MINORITIES AND WOMEN In accordance with Section 312 of the Executive Law and 5 NYCRR 143, if this contract is: (i) a written agreement or purchase order instrument, providing for a total expenditure in excess of $25,000.00, whereby a contracting agency is committed to expend or does expend funds in return for labor, services, supplies, equipment, materials or any combination of the foregoing, to be performed for, or rendered or furnished to the contracting agency; or (ii) a written agreement in excess of $100,000.00 whereby a contracting agency is committed to expend or does expend funds for the acquisition, construction, demolition, replacement, major repair or renovation of real property and improvements thereon; or (iii) a written agreement in excess of $100,000.00 whereby the owner of a State assisted housing project is committed to expend or does expend funds for the acquisition, construction, demolition, replacement, major repair or renovation of real property and improvements thereon for such project, then the following shall apply and by signing this agreement the Contractor certifies and affirms that it is Contractor’s equal employment opportunity policy that:

  • Equal Employment Opportunity (EEO A. The provisions of Article 15-A of the Executive Law and the rules and regulations promulgated thereunder pertaining to equal employment opportunities for minority group members and women shall apply to all Contractors, and any subcontractors, awarded a subcontract over $25,000 for labor, services, including legal, financial and other professional services, travel, supplies, equipment, materials, or any combination of the foregoing, to be performed for, or rendered or furnished to, the contracting State agency (the “Work”) except where the Work is for the beneficial use of the Contractor.

  • Employee Relations Committee ‌ The parties agree to an Employee Relations Committee (E.R.C.) to address issues of concern to both employees and the Employer. The meetings will be held as needed at the request of either party at the store or at an otherwise mutually agreed location. The Union Representative and up to two (2) bargaining unit employees or their designates. Subjects addressed may include health and safety, housekeeping and maintenance. Issues that arise between meetings may be presented in writing to management or the Union. The Employer will reply in writing or determine that an additional

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