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Nbr & Company Case Study

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1. What might the NLRB consider to be a breach of the good faith bargaining principle?
The NLRB would consider to be a breach of good faith bargaining principle if an employer refuses to bargain with its employee’s union representative or if either party is going through the motions of negotiations but has no intentions of coming to an agreement. The Taft Act amendments helps to clarify what bargaining in good faith for employees entails which is to meet at reasonable times, to negotiate in good faith when discussing conditions of employment, wages, pay or hours of employment and to execute a written contract if both parties agree. It includes the following: 1. Active participation with intentions to find agreement 2. A sincere effort in finding a common ground 3. Binding agreements in mutually accepted terms (p381)

2. How …show more content…
They look to see if they were actively involved and demonstrated intentions to find an agreement, see if any proposals, demands or conditions were imposed during negotiations and if unfair practices were committed. In addition, they will look at their bargaining history to determine if they are fair and have been open to negotiations before.

3. What is the Weingarten rule?
It is a Supreme Court ruling that indicates that an employee has a right to representation during investigatory interview with management. They can request a union official to represent them if they fear or are involved in discipline issue but the union representative is there to protect the employee and cannot interfere with the rights of the employer. They can advice the employee against answering questions that are perceived to be abusive, misleading, confusing or harassing. (p.378)

4. What are the “rules” employers and union organizers must follow during an organizational

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