Labor Law Cases and Materials Essays -- employee union, national labor,

1.In the plate Lechmere, Inc. v. National Labor Relations Board, 502 U.S. 527 (1992), Lechmere was a colossal retail store located in a plaza that excessively contained several smaller satellite stores. In this case the union filed an unsporting labor practice against Lechmere for violating section 7 of the NLRA for non allowing its non-employee organizers to distribute literary productions on the companies lay lot. There was not sufficient area for on public property for these organizers to be able to speak with employees. In this case the NLRB govern in favor of the union stating that The right to distribute is not absolute, but must be accommodated to the circumstances, where it is impossible or unreasonably ticklish for a union to distribute organizational literature to employees entirely withdraw the employers premises, distribution on a nonworking area, such as the parking lot and the walkways between the parking lot and the gate, may be warranted.In the case of Repub lic Aviation Corp. v. NLRB, 324 U.S. 793 (1945), the employer fired four employees in supply for violating the companys policy stating, Soliciting of any type cannot be permitted in the factory or offices. One employee was soliciting union membership in the place by passing out application cards to employees on his witness time during lunch, and three other employees were discharged for wearing UAW-CIO union shop steward buttons in the plant after creation requested to remove them. The NLRB regulatingd in favor of these employees having the reinstated and had the company remove its no solicitation rule because it violated Section 8(1) of the NLRA. You can see by these two cases that at that place is a difference between employee and non-employee union organizers. The main difference being in where they ... ...intention of entering in to a collective bargaining agreement. Section 8(d) of the National Labor Relations Act states that to bargain collectively is the action of the mutual obligation of the employer and the representative of the employees to meet at reasonable propagation and confer in good faith with respect to wages, hours, and other basis and conditions of employment, or the negotiation of an agreement, or any question arising there under, and the death penalty of a written contract incorporating any agreement reached if requested by each party, but such obligation does not compel either party to agree to a proposal or require the qualification of a concession (Cox, Box, Gorman, Finkin, 2011). Works CitedCox, A., Bok, D. C., Gorman, R. A., & Finkin, M. W. (2011). Labor law cases and materials. (5th ed.). New York, NY Thompson Reuters/ fundament Press.