There are four characteristics of right-to-work states; what are these characteristics and an example of each?© BrainMass Inc. brainmass.com October 25, 2018, 9:20 am ad1c9bdddf
Four Characteristics of Right to Work States
1. RTW Legislation
The National Labor Relations Act (NLRA) was enacted in 1935. "Union security provisions" in the NLRA allowed unions to set-up "union shops." In a union shop, an employer and a union would have a collective bargaining contract that covered all employees. In that contract, a union could insist on provisions called a "union security agreement" to require all employees to pay some union dues, or risk being fired. Employees could not be forced to join the union, and pay full union dues; however, they would be required to pay their fair share of the costs incurred by the union for bargaining on their behalf.
The Taft-Hartley Act was enacted in 1947 and amended the NLRA. These amendments enabled states to enact laws that prohibit union security agreements. Today, 24 states have so far enacted right-to-work legislation, also known as RTW laws. RTW legislation prevents unions from forcing employees to pay their fair share of union costs.
Countless studies and counter-studies have been done to determine how right-to-work legislation impacts where ...
This solution discusses four characteristics of right to work states. It looks at (1) differences in legislation, (2) geographical patterns, (3) other trends in policy and (4) the effect of right-to-work legislation on unions. This solution is 629 words.
Workplace Discrimination in the United States
Please describe "discrimination" as defined in the United States. Then answer the following:
1. What are the employee workplace rights mandated by U.S. Federal law?
2. Briefly discuss at least two controversial issues concerning workplace rights (other than monitoring email). Please provide real-life examples to illustrate points.
3. In addition, discuss the issue of workplace privacy. Specifically, do employees have the right to expect privacy in their email conversations, or do companies have a right and/or responsibility to monitor email?
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