The NLRB wields a rejuvenated weapon
Article Abstract:
The National Labor Relations Board may obtain a Sec. 10(j) injunctive relief after announcing an unfair labor-practices complaint to compel a party or parties to either resume or desist a particular action. The board may use this to obtain federal district court injunctions for cases where the actions of an employer or a union might significantly hurt the other party in a conflict. Once an overlooked tool, the 10(j) injunction is predicted to be increasingly used by the NLRB, which should alert companies involved with unions. The most common areas for injunctive relief are interference with a union's organizational campaign, subcontracting of work or other changes to skirt bargaining obligation, withdrawal of recognition from incumbent, undermining of bargaining representatives, mass picketing violence and union coercion to meet illegal object.
Publication Name: Personnel Journal
Subject: Human resources and labor relations
ISSN: 0031-5745
Year: 1996
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Sexual harassment claims stem from a hostile work environment
Article Abstract:
Organizations can reduce their legal liability to and the expense of the accompanying litigation of sexual harassment complaints by preventing the development of a hostile work environment with comprehensive and clear policies prohibiting harassment. Sexual harassment cases associated with a hostile environment focus on the work atmosphere created by employers through managers and other employees. The courts have not provided a consistent definition of what constitutes a hostile environment, but court decisions have provided some guidance. For an environment to be considered hostile, the incidence of sexual harassment must not be a single event, but must be part of a pattern of harassment. In addition, the alleged offenses must be deemed harassment by a reasonable individual.
Publication Name: Personnel Journal
Subject: Human resources and labor relations
ISSN: 0031-5745
Year: 1990
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Health insurance: the ADA's missing link
Article Abstract:
The Americans with Disabilities Act of 1990 (ADA) poses complications regarding insurance for companies seeking to comply with the Act. ADA does not have provisions that would directly affect the underwriting activities of health insurers. This poses two problems for the health insurance policies of the disabled: those concerning clauses on pre-existing condition in group insurance and those concerning coverages for health care of the handicapped. Prospects of employment for the disabled may be hampered as a result of these insurance complications.
Publication Name: Personnel Journal
Subject: Human resources and labor relations
ISSN: 0031-5745
Year: 1991
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