§ 1903.8(c) and
expressly permitting employees at a worksite without a collective bargaining agreement to designate a union representative as their personal representative during an OSHA inspection.
What employers can and Cannot say about unions?
Employers cannot threaten employees with consequences if they support or vote for the union
. Employers can’t discipline, terminate, reduce benefits, or take other adverse action against employees because they support a union. I is for Interrogate.
Can employees force a union?
Employees covered by the National Labor Relations Act are afforded certain rights to join together to improve their wages and working conditions, with or without a union
. Here is some information on your rights, provided by the National Labor Relations Board, which oversees this process for most workers.
How do you discipline a union employee?
- Must provide the union with information relevant to the discipline of a union employee;
- Must allow a union employee to have a union representative present during a meeting which the employee believes he or she may be disciplined;
What groups are not covered by OSHA?
Those not covered by the OSH Act include:
self-employed workers, immediate family members of farm employers, and workers whose hazards are regulated by another federal agency
(for example, the Mine Safety and Health Administration, the Department of Energy, Federal Aviation Administration, or Coast Guard).
What is the relationship between OSHA and labor unions?
Union employees are uniquely positioned to influence OSHA enforcement
. Labor unions devote substantial resources to monitoring and improving safety and health conditions. Union-based safety and health institutions regularly assist members in exercising the same rights as those guaranteed by OSHA.
What is an unfair labor practice by the union?
An unfair labor practice is
an action by an employer or a union that violates the National Labor Relations Act (NLRA)
. Examples of prohibited conduct by a union include: Restraining or coercing the employer or employees in exercising the rights provided by the NLRA.
Can employees talk about unions at work?
Also, restrictions on your efforts to communicate with co-workers cannot be discriminatory. For example,
your employer cannot prohibit you from talking about the union during working time if it permits you to talk about other non-work-related matters during working time
.
What legal loopholes can companies use to avoid union membership?
- Fair and consistent policies and practices.
- Open door management policies.
- Competitive pay and benefits.
- Employee trust and recognition.
Can a company not Recognise a union?
You do not have to recognise a trade union in your workplace because you can negotiate changes to your employees’ terms and conditions with the employees themselves
. However, your employees seem to have already considered their position and may well already be members of, and in contact with, a trade union.
Can HR join a union?
The Short Answer: Anyone!
Any worker can form or join a union at its most basic
: a group of workers who take collective action to win material changes in their workplace.
Why can’t supervisors join unions?
Managers and supervisors are also
not protected by the NLRA
, and cannot join unions or be part of the bargaining unit. These employees are considered to be part of a company’s management rather than its labor force.
Can you discipline a union rep?
Disciplinary action will be possible, however, where the trade union official’s actions are so inappropriate that they amount to potential misconduct
, and therefore the main reason for disciplinary action is not the participation in the trade union activity.
Is it hard to get fired from a union job?
Workers with union jobs can only be terminated for “just cause,”
and the misconduct must be serious enough to merit such action.
What are the 5 fair reasons for dismissal?
- Failure to do the job. Perhaps the most obvious (and arguably fairest) reason would be an employee’s failure to do their job properly. …
- Misconduct. Another common reason for dismissal is misconduct. …
- Long term sick. …
- Redundancy.
Who does OSHA consider an employee?
Private Sector Workers — OSHA covers
most private sector employers and workers in all 50 states, the District of Columbia, and other U.S. jurisdictions
either directly through Federal OSHA or through an OSHA-approved state plan.
What are the 4 OSHA standards?
There are four groups of OSHA standards:
General Industry, Construction, Maritime, and Agriculture
. (General Industry is the set that applies to the largest number of workers and worksites). These standards are designed to protect workers from a wide range of hazards.
Do all companies have to follow OSHA?
Because of OSHA’s broad scope,
most employers and employees must follow its standards and regulations on occupational health and safety
. However, there is a small category of persons exempt from OSHA, i.e., they are safe from citations and punishment if they do not comply with OSHA standards.
Which of the following is a responsibility of employees under OSHA?
Help reduce work hazards
; Report all occupational injuries and illnesses; Report hazardous conditions; Cooperate during an OSHA inspection; and.
What are the benefits of health and safety in the workplace?
- reduced costs;
- reduced risks;
- lower employee absence and turnover rates;
- fewer accidents;
- lessened threat of legal action;
- improved standing among suppliers and partners;
- better reputation for corporate responsibility among investors, customers and communities;
What is the most effective way to prevent accidents and injuries at work?
- Keep an orderly workplace. Poor housekeeping can cause serious health and safety hazards. …
- Inspect vehicles before and after use. DRIVE SAFELY.
- Continually cultivate a safety standard.
- Take breaks and move around regularly throughout the day. …
- Pay attention to workstation ergonomics.
What is illegal for employers to do?
Job Assignments & Promotions
It is illegal for an employer to make decisions about job assignments and promotions based on an employee’s race, color, religion, sex (including gender identity, sexual orientation, and pregnancy), national origin, age (40 or older), disability or genetic information.
What are some examples of unfair labor practices?
- Refusing to process a grievance because an employee is not a union member.
- Threatening an employee for filing a ULP charge.
- Refusing to negotiate in good faith with an agency.
- Calling, participating in, or supporting a strike, work stoppage, or slowdown.
Which of the following is not considered to be an unfair labor practice?
Which of the following is not considered an unfair labor practice?
Refusing to hire employees who are not qualified for the job
.
Is talking to union rep confidential?
Are my communications with union reps confidential?
Yes, but within reason
. Federal employees have a right to expect that communications with union representatives are confidential.
Are unions a legal right?
Joining together with your co-workers to organize a union is a fundamental right recognized in U.S. labor law
. It’s even affirmed in the United Nations’ Universal Declaration of Human Rights.
Why do companies hate unions?
Unions represent the interests of workers and can help push for better pay and benefits. Businesses often oppose unions because
they can interfere with their autonomy or affect them economically
.
