Labor Relations

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Labor Relations

You have the right to organize!

		The NLRB administers the National Labor Relations Act (NLRA) which oversees private sector labor relations, i.e., the relationship between employers, employees, and Unions. It has two principal functions: 1) to determine, through secret-ballot elections, the free democratic choice by employees whether they wish to be represented by a Union in dealing with their employers and if so, by which Union; 2) to prevent and remedy unlawful acts, called Unfair Labor Practices (ULPs).
	NLRA Guide [pdf]
The NLRB protects your right to a fair election and a free choice

BECK -

487 U. S. 735, USCA4 No. 86-637

		Executive Order 13201
		What they don't tell you
		UNITED FOOD & COMMERICIAL v. NLRB (.pdf)
		No. 9971317op - 03/25/2002 ; 329 NLRB 69 The U.S. Ninth Circuit Court has ruled that Unions can charge non-members in bargaining units for organizing costs. This is because if the Union wins, all the workers benefit.

"We now enforce the order of the Board and hold that, under § 8(a)(3) of the NLRA, a union serving as a bargaining unit's exclusive bargaining representative is permitted to charge all employees, members and nonmembers alike, the costs involved in organizing, at least when organizing employers within the same competitive market as the bargaining unit employer."

		Sure Tan v. NLRB, 467 U.S. 883 (1984), Supreme Court's decision
			Held that aliens -- whether legally or illegally in the U.S.-- are eligible to vote in Union representation/certification cases.

Hoffman Plastic Compounds, Inc. v. NLRB, Guideline

20 CFR, Part 655 TEMPORARY EMPLOYMENT OF ALIENS IN THE UNITED STATES

			H2-B Regulations (construction workers)
			Form I-9, Employment Eligibility Verification All U.S. employers are responsible for completion and retention of Form I-9 for each individual they hire for employment in the United States. On the form, the employer must verify the employment eligibility and identity documents presented by the employee and record the document information on the Form I-9. This form must be kept by the employer either for three years after the date of hire or for one year after employment is terminated -- whichever is later.

			Usted no está tomando trabajo que nadie desea, pero, trabajo que merece mejor paga.