The National Labor Relations Board (NLRB) extends rights to many private-sector employees, including the right to organize and bargain with their employer collectively. Employees covered by the National Labor Relations Act (NLRA) are protected from certain types of employer and union misconduct and have the right to attempt to form a union where none currently exists. Prior to beginning this discussion, review the Taft-Hartley Act (Links to an external site.) and NLRB Launches Pilot of Proactive Alternative Dispute Resolution Program (Links to an external site.) articles.
For your initial post, analyze what impact the NLRB and courts had in their attempt to generate equality of bargaining power between union and employers (if any). Analyze the pros and cons of including “alternative dispute resolution (ADR)” in the NLRA. Explain whether the NLRA should be modified to include ADR to prohibit lockouts and strikes, or whether the NLRA should modify the bargaining agreement to require interest-based bargaining. Support your statements with at least three (3) scholarly and/or credible sources. Your initial post must be three paragraphs in length.
Strikes may be rare, but it is noteworthy that they have been occurring more frequently in recent years. It is prudent for HR professionals to consider including a strategy for responding to picket lines and protests in their company’s operational plan, especially given the compliance risk and remedies for situations that are not handled properly. In your initial post, analyze whether public employees should have the right to organize and have the right to strike. If yes, what groups should be permitted to have the right to strike and which should not have the same right and why?
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