Bosses are in love with zero tolerance policies. One arbitrator calls them “the last refuge of weak managers.”
Zero tolerance policies authorize employers to discharge workers who commit specified infractions without consideration of the surrounding circumstances, length of service, or the employee’s lack of prior discipline.
The richest university in the world, with an endowment of $36 billion, is asking the National Labor Relations Board to change how union elections are run. Harvard University sees itself in the vanguard of resistance to the Trump administration. So why is the university now courting the support of Trump's appointees by challenging an obscure—but far-reaching—labor relations rule?
It sometimes looks like union and non-union employers are competing for the fattest book of employee rules. Handbooks frequently exceed 100 pages. Employees who fail to adhere to a standard—even one that is not explained—can be subject to discipline and possible discharge.
This makes it vital for unions to review National Labor Relations Board cases concerning company handbooks; the Board’s thinking on this topic is known as the Lutheran Heritage doctrine.
With the election of Donald Trump as president and Republican majorities in both the House and Senate, we are entering a period of existential crisis for unions and our organized power. The coming months and years are going to call for a spirit of maximum solidarity.
A new Labor Board ruling could finally unstick the unionization of professors in the private sector—a project that’s been stalled for 35 years.
Employer unfair labor practices can be a gift in disguise, providing a defense against the most dangerous employer weapons. Unions can use ULPs to help win contract campaigns, strikes, and other confrontations.
In a highly unusual management-led action, employees paralyzed the company’s 71 stores and promoted a devastating consumer boycott to get CEO Arthur T. Demoulas back. The struggle contains lessons for organized labor.
Labor Notes' Samantha Winslow discussed the implications of Harris v. Quinn in two recent in a radio interviews. Meanwhile, home care unions are signing up members and winning elections.
Today the Supreme Court will hear arguments on whether "neutrality agreements" are really just a bribe from the employer, and therefore illegal.