You can help by adding to it. July Pakistan, since independence, was geo-politically divided into two major regions, West Pakistan and East Pakistan. East Pakistan was occupied mostly by Bengali people. In Decemberfollowing a political crisis in East Pakistan, the situation soon spiralled out of control in East Pakistan and India intervened in favour of the rebelling Bengali populace.
The employer lost the election by a vote ofwith one challenged ballot.
However, there were 4 eligible voters who were present in the polling location during the 7-minute delay who did not vote in the election. Following the election, the employer filed two objections, one of which challenged the election results because the delay in voting resulted in potential disenfranchisement of a dispositive number of voters.
At a hearing before a Hearing Officer, there was no evidence presented regarding either the reasons why the employees did not vote or whether any employees complained that they were prevented from voting due to the delay.
When election polls are not opened at their scheduled times, the proper standard for determining whether a new election should be held is whether the number of employees possibly disenfranchised thereby is sufficient to affect the election outcome, not whether those voters, or any voters at all, were actually disenfranchised.
Accordingly, the NLRB vacated the results of the election and remanded the case to the Regional Director to conduct a second election. OUTLOOK In an era when bipartisan politics appears to be as forgotten as the film, A Bronx Tale, the Bronx Lobster decision reminds us that Republicans and Democrats can still find common ground applying hyper-technical interpretations of union election rules.
Specifically, the NLRB is willing to vacate a union election when the polling began 7 minutes late! This decision serves as a valuable lesson to employers that any deviation from the union election rules could result in an Current issues in relations to information being set aside.
Thus, employers should consult with experienced counsel when preparing for a union election to understand the applicable rules, select appropriate observers, and remain vigilant during the election for any irregularities. If you have any questions please contact your local Seyfarth Shaw attorney.
In evaluating whether an employer possesses sufficient control over employees to qualify as a joint employer, the Board will — among other factors — consider whether an employer has exercised control over terms and conditions of employment indirectly through an intermediary, or whether it has reserved the authority to do so.
As the Hy-Brand Board majority underscored, the breadth and vagueness of such a joint employer test threatens to ensnare a vast range of economic relationships, including: After the Union prevailed at the election in DecemberColumbia filed objections and requested a rerun election.
In a decision issued in Decemberthe current Board rejected those objections and certified the Union as the exclusive bargaining representative of the graduate-student assistants. Teeing up the issue of whether graduate-student assistants are employees under the NLRA, Columbia has now refused to bargain with the Union.
There is no right to a direct appeal of Board decisions in representation cases, and the only way for the University to obtain review of the earlier election determination is by refusing to bargain with the Union.
Presumably, the Union will file an unfair labor practice charge against Columbia that will then lead to an adverse Board decision against Columbia. At that point, the University would be able to ask a federal Court of Appeals to assess whether the Board correctly decided the employee issue in the first instance.
Both Columbia decisions included vigorous dissents by a Republican Board member. In addition, in a separate December decision in a case involving Harvard University, another Republican Board member noted his view that Board precedent on the employee-status of students warrants reconsideration.
Indeed, the Board had previously gone back and forth on the issue. Regardless of whether the Columbia University decision is revisited through the appeals process or by the Board itself, it is unlikely that the decision will be the last word on the issue.
The final outcome will most certainly impact efforts by unions to organize graduate-student assistants and other students such as residence assistants. The final decision also may impact the cases in which certain college athletes, usually scholarship athletes, are claiming employee status for purposes of state and federal wage-hour laws.
Union organizers are increasingly embracing the MeToo movement as an organizing tool, claiming that unions are the key to eliminating gender inequity and sexual harassment in the workplace.
Employers across the country are examining their corporate culture and taking steps to avoid being the next sexual harassment headline in response to the MeToo movement. While employers already have plenty of reason to eliminate sexual harassment in the workplace, the MeToo movement has also created an uptick in unions claiming that joining their ranks is the key to preventing sexual harassment.
Given the current focus on sexual harassment, employers can also expect to see unions increasingly target companies with high-profile sexual-harassment or gender-discrimination claims, including employers facing collective actions.
Female union leaders are not only using MeToo as an organizing tool but to call out organized labor on its own gender issues. As such, female-driven union campaigns are likely on the rise, creating unique issues for employers and an increased need for well-trained female members of management who can persuasively assure female employees that a union is not necessary to stopping harassment, achieving pay equity, and otherwise improving the workplace for women.Your gift to ALA supports library advocacy, literacy efforts, and scholarships to students entering the library profession.
Seyfarth Shaw’s Employer Labor Relations Blog provides a one-stop resource for employers to stay current on developments in traditional labor law and labor relations, including recent NLRB and court decisions, legislative and regulatory updates, and labor relations and collective bargaining current events.
benjaminpohle.com A nonpartisan resource on trends in American public opinion. Aug 14, · Issues & Controversies Full text of balanced, accurate discussions of over controversial topics in the news supplemented with chronologies, illustrations, maps, tables, sidebars, contact information, and bibliographies including primary source documents and news editorials.
Relations between India and Pakistan have been complex and largely hostile due to a number of historical and political events. Water is cited as one possible cause for a conflict between the two nations, but to date issues such as the Nimoo Bazgo Project have been resolved through diplomacy.
The Story of Race, Understanding Race, American Anthropological Association, July 13, Since the horrific terrorist attacks on the United States on September 11, , Security concerns have understandably increased, but so too has racial profiling, discrimination etc.