Annual Report of the National Labor Relations Board for the Fiscal Year Ended ..., Volume 4U.S. Government Printing Office, 1940 - Arbitration, Industrial |
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Page 9
... HEARINGS ON PROPOSED AMENDMENTS TO THE ACT On April 11 , 1939 , the Committee on Education and Labor of the United States Senate began hearings on a number of bills to amend the National Labor Relations Act . The hearings continued ...
... HEARINGS ON PROPOSED AMENDMENTS TO THE ACT On April 11 , 1939 , the Committee on Education and Labor of the United States Senate began hearings on a number of bills to amend the National Labor Relations Act . The hearings continued ...
Page 10
... hearings before the Committee continued in July 1939 and concluded on July 26 , 1939 . On that date the hearings were adjourned until January 1940 . On July 20 , 1939 , the House of Representatives passed a resolution for the ...
... hearings before the Committee continued in July 1939 and concluded on July 26 , 1939 . On that date the hearings were adjourned until January 1940 . On July 20 , 1939 , the House of Representatives passed a resolution for the ...
Page 19
... hearing . By settlement after hearing . By dismissal before hearing . By dismissal after hearing . By withdrawal before hearing_ By withdrawal after hearing . By intermediate report finding no violation 433898 - 44 .7 1.3 13 26 35 56 ...
... hearing . By settlement after hearing . By dismissal before hearing . By dismissal after hearing . By withdrawal before hearing_ By withdrawal after hearing . By intermediate report finding no violation 433898 - 44 .7 1.3 13 26 35 56 ...
Page 20
... hearings were being held . In 179 cases , or 4 percent of the total , hearings had been held but intermediate reports had yet to be issued . Six hundred and eighty - three cases , or 17 per- cent of the total were awaiting decision by ...
... hearings were being held . In 179 cases , or 4 percent of the total , hearings had been held but intermediate reports had yet to be issued . Six hundred and eighty - three cases , or 17 per- cent of the total were awaiting decision by ...
Page 24
... hearing . By dismissal before hearing . By dismissal after hearing . By withdrawal before hearing . 12 By withdrawal after hearing . 17 484927 1.1 .2 .3 .6 371234 612346 2 , 682 11 , 710 393 4.0 .1 3,394 1.2 2,295 2 , 186 288206 9 2.2 ...
... hearing . By dismissal before hearing . By dismissal after hearing . By withdrawal before hearing . 12 By withdrawal after hearing . 17 484927 1.1 .2 .3 .6 371234 612346 2 , 682 11 , 710 393 4.0 .1 3,394 1.2 2,295 2 , 186 288206 9 2.2 ...
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Common terms and phrases
agreement appropriate unit Ass'n back pay ballot bargain collectively bargaining unit Board found Board orders Bros C. I. O. affiliates certification certiorari denied Circuit Court Coal collective bargaining complaint contract Corporation craft Cudahy Packing Co discharge dismissed Division docket employees employment enforcing as modified entered March filed formal action Greyhound Lines H. J. Heinz Co hearing intermediate report International July 18 July 29 June 14 June 30 labor organization Labor Relations Board Matter membership National Labor Relations number of workers parties pay-roll checks pending percent petition plant proceedings Products refusal to bargain Regional Director reinstatement representation Republic Steel Corp respondent section 9 Sept Steamship Steel Corp strike Supreme Court Third Annual Report tion total number Trial Examiner unaffiliated unions unfair labor practice United Automobile Workers Western Union Western Union Telegraph workers involved Workers of Amer Workers of America
Popular passages
Page 57 - The Board shall decide in each case whether, in order to insure to employees the full benefit of their right to self-organization and to collective bargaining, and otherwise to effectuate the policies of this Act, the unit appropriate for the purposes of collective bargaining shall be the employer unit, craft unit, plant unit, or subdivision thereof.
Page 97 - If upon all the testimony taken the Board shall be of the opinion that any person named in the complaint has engaged in or is engaging in any such unfair labor practice, then the Board shall state its findings of fact and shall issue and cause to be served on such person an order requiring such person to cease and desist from such unfair labor practice, and to take such affirmative action, including reinstatement of employees with or without back pay, as will effectuate the policies of this Act [chapter].
Page 43 - labor organization" means any organization of any kind, or any agency or employee representation committee or plan, in which employees participate and which exists for the purpose, in whole or in part, of dealing with employers concerning grievances, labor disputes, wages, rates of pay, hours of employment, or conditions of work.
Page 60 - Provided, that nothing in this act, or in the national industrial recovery act, or in any code or agreement approved or prescribed thereunder, or in any other statute of the United States, shall preclude an employer from making an agreement with a labor organization (not established, maintained, or assisted by any action defined in this act as an unfair labor practice) to require as a condition of employment membership therein, if such labor organization is the representative of the employees as...
Page 39 - ... (3) By discrimination in regard to hire or tenure of employment or any term or condition of employment to encourage or discourage membership in any labor organization: Provided, That nothing in this Act, or in...
Page 31 - Provided, That nothing in this Act, or in any other statute of the United States, shall preclude an employer from making an agreement with a labor organization (not established, maintained, or assisted by any action defined in section 8 (a) of this Act as an unfair labor practice...
Page 66 - If upon the preponderance of the testimony taken the Board shall be of the opinion that any person named in the complaint has engaged in or is engaging in any such unfair labor practice...
Page 35 - It shall be an unfair labor practice for an employer — (1) To interfere with, restrain, or coerce employees in the exercise of the rights guaranteed in section 7. (2) To dominate or interfere with the formation or administration of any labor organization or contribute financial or other support to it...
Page 151 - Any member of the Board may be removed by the President, upon notice and hearing, for neglect of duty or malfeasance in office, but for no other cause.
Page 150 - ... appointed by the President by and with the advice and consent of the Senate. One of the original members shall be appointed for a term of one year, one for a term of two years, one for a term of three years, one for a term of four years, and one for a term of five years...