The NLRB has the authority to investigate and remedy unfair labor practices, which are defined in Section 8 of the Act. In broad terms, the NLRB makes it unlawful for an employer to:
interfere with two or more employees acting in concert to protect rights provided for in the Act, whether or not a union exists
to dominate or interfere with the formation or administration of a labor organization
to discriminate against an employee from engaging in concerted or union activities or refraining from them
to discriminate against an employee for filing charges with the NLRB or taking part in any NLRB proceedings
An unfair labor practice(不当労働行為,futouroudoukoui) is discrimination by an employer in Japan against a worker who is associated with a union, or refusal by an employer to negotiate with a trade union, or interference in the activities of a union. Unfair labor practices are defined under Article 7 of the 1949 Trade Union Law(労働組合法,roudou-kumiaihou). They are ruled on by Labor Relations Commissions.
Trade Union Act Article 7
The employer shall not commit the acts listed in any of the following items:
(i) to discharge or otherwise treat in a disadvantageous manner a worker by reason of such worker's being a member of a labor union, having tried to join or organize a labor union, or having performed justifiable acts of a labor union; or to make it a condition of employment that the worker shall not join or shall withdraw from a labor union. However, where a labor union represents a majority of workers employed at a particular factory or workplace, this shall not preclude an employer from concluding a collective agreement which requires, as a condition of employment, that the workers shall be members of such labor union;
Atty. Duka discusses the constitutional & statutory rights to join or not to join a labor union.
published: 09 Jan 2022
Unfair Labor Practice
Articles 258 to 260 of the Labor Code of the Philippines
published: 08 Oct 2022
What is an unfair labor practice?
What is an unfair labor practice? | Peter T. Mavrick | Mavrick Law Firm | Representing Management, Business Owners, and Entrepreneurs in legal matters throughout South Florida | Contact | 954-564-2264| https://www.mavricklaw.com/ | [email protected] | 1620 W Oakland Park Blvd, Suite 300, Fort Lauderdale, FL 33311
An unfair labor practice is when an employer interferes with an employee's right to bargain collectively or to picket or to exercise rights under the National Labor Relations Act. There can't be retaliation, and there can't be acts of intimidation to exercise rights under the act, such as bargaining collectively, have a union come into the negotiation process, things of that sort. The purpose of the act is to allow employees to bargain collectively and act as a collectivity ...
published: 18 Apr 2016
Unfair Labor Practices | LawInfo
Unfair labor practices are when employers or unions break labor laws, like not letting workers join a union or treating them unfairly for being in one. This is a complex area of law. If you have questions about unfair labor practices allegations, find a labor law lawyer near you at https://www.lawinfo.com/labor-law/.
LawInfo.com has been connecting people seeking legal advice or representation with qualified, experienced lawyers since 1994. Browse our nationwide directory to find a lawyer near you or check out our thousands of free articles and videos to learn more about the basics of the law. No matter your legal need, LawInfo is your source for the help you need.
Visit us: https://www.lawinfo.com/
Follow us: https://www.facebook.com/LawInfo
published: 12 Aug 2013
Unfair Labor Practices
Let’s explore unfair labor practices under the National Labor Relations Act. Unfair labor practices (ULPs) are violations of the NLRA that deny rights and benefits to employees and can be the result of employer or union activity.
Such violations include threatening to take jobs or benefits from employees who attempt to form a union, reassigning workers to less attractive jobs than their current ones if they are involved in union activities, and telling employees they will receive greater benefits if they don’t join a union.
Although the Act identified these practices as “unfair,” it did not make them crimes or impose any penalties or fines on people or organizations for their occurrence.
published: 20 Apr 2019
UNFAIR LABOR PRACTICES IN THE PHILIPPINES | David C. Sta. Ana
ULPs are offenses committed by the employer or labor organization which violate the constitutional right of workers and employees to self-organization.
Watch this video and learn more about this.
published: 28 Jan 2022
Unfair Labor Practices
This video on Unfair Labor Practices is part of our lecture on Labor Law conducted on 22 and 23 July 2023.
Thank you, Dean Ulan Sarmiento, Dean Rico Paolo Quicho, the SBCA Centralized Bar Operations and the UDM COL - Centralized Bar Operations for the opportunity to lecture for those who will be taking the September 2023 Bar Examinations.
#HernanDoIt #Bar2023
published: 27 Jul 2023
Episode 11: Unfair Labor Practices by Unions
In Episode 11, we explore unfair labor practices by unions.
published: 26 May 2017
Union employees with King Soopers go on strike
The union president said the biggest issue they have with King Soopers is the lack of staff – but the company said they're hiring people every day.
published: 07 Feb 2025
Unfair Labor Practices
To protect employees’ rights to self-organization and give collective bargaining a chance to work, the NLRA prohibits certain actions by employers and unions. The first category of employer ULP—interfering with, restraining, or coercing employees in the exercise of their NLRA rights—encapsulates employers’ legal obligations under the NLRA. The remaining employer ULPs are elaborations on this general requirement. The prohibition against employer domination of a labor organization or interference in its administration needs explanation.
The underlying notion is that to be bona fide employee representatives, labor organizations must be independent of employers. This requirement of independence holds not just for labor unions but also for labor organizations of any kind. The definition of la...
What is an unfair labor practice? | Peter T. Mavrick | Mavrick Law Firm | Representing Management, Business Owners, and Entrepreneurs in legal matters throughou...
What is an unfair labor practice? | Peter T. Mavrick | Mavrick Law Firm | Representing Management, Business Owners, and Entrepreneurs in legal matters throughout South Florida | Contact | 954-564-2264| https://www.mavricklaw.com/ | [email protected] | 1620 W Oakland Park Blvd, Suite 300, Fort Lauderdale, FL 33311
An unfair labor practice is when an employer interferes with an employee's right to bargain collectively or to picket or to exercise rights under the National Labor Relations Act. There can't be retaliation, and there can't be acts of intimidation to exercise rights under the act, such as bargaining collectively, have a union come into the negotiation process, things of that sort. The purpose of the act is to allow employees to bargain collectively and act as a collectivity with a union representing the employees.
What is an unfair labor practice? | Peter T. Mavrick | Mavrick Law Firm | Representing Management, Business Owners, and Entrepreneurs in legal matters throughout South Florida | Contact | 954-564-2264| https://www.mavricklaw.com/ | [email protected] | 1620 W Oakland Park Blvd, Suite 300, Fort Lauderdale, FL 33311
An unfair labor practice is when an employer interferes with an employee's right to bargain collectively or to picket or to exercise rights under the National Labor Relations Act. There can't be retaliation, and there can't be acts of intimidation to exercise rights under the act, such as bargaining collectively, have a union come into the negotiation process, things of that sort. The purpose of the act is to allow employees to bargain collectively and act as a collectivity with a union representing the employees.
Unfair labor practices are when employers or unions break labor laws, like not letting workers join a union or treating them unfairly for being in one. This is ...
Unfair labor practices are when employers or unions break labor laws, like not letting workers join a union or treating them unfairly for being in one. This is a complex area of law. If you have questions about unfair labor practices allegations, find a labor law lawyer near you at https://www.lawinfo.com/labor-law/.
LawInfo.com has been connecting people seeking legal advice or representation with qualified, experienced lawyers since 1994. Browse our nationwide directory to find a lawyer near you or check out our thousands of free articles and videos to learn more about the basics of the law. No matter your legal need, LawInfo is your source for the help you need.
Visit us: https://www.lawinfo.com/
Follow us: https://www.facebook.com/LawInfo
Unfair labor practices are when employers or unions break labor laws, like not letting workers join a union or treating them unfairly for being in one. This is a complex area of law. If you have questions about unfair labor practices allegations, find a labor law lawyer near you at https://www.lawinfo.com/labor-law/.
LawInfo.com has been connecting people seeking legal advice or representation with qualified, experienced lawyers since 1994. Browse our nationwide directory to find a lawyer near you or check out our thousands of free articles and videos to learn more about the basics of the law. No matter your legal need, LawInfo is your source for the help you need.
Visit us: https://www.lawinfo.com/
Follow us: https://www.facebook.com/LawInfo
Let’s explore unfair labor practices under the National Labor Relations Act. Unfair labor practices (ULPs) are violations of the NLRA that deny rights and benef...
Let’s explore unfair labor practices under the National Labor Relations Act. Unfair labor practices (ULPs) are violations of the NLRA that deny rights and benefits to employees and can be the result of employer or union activity.
Such violations include threatening to take jobs or benefits from employees who attempt to form a union, reassigning workers to less attractive jobs than their current ones if they are involved in union activities, and telling employees they will receive greater benefits if they don’t join a union.
Although the Act identified these practices as “unfair,” it did not make them crimes or impose any penalties or fines on people or organizations for their occurrence.
Let’s explore unfair labor practices under the National Labor Relations Act. Unfair labor practices (ULPs) are violations of the NLRA that deny rights and benefits to employees and can be the result of employer or union activity.
Such violations include threatening to take jobs or benefits from employees who attempt to form a union, reassigning workers to less attractive jobs than their current ones if they are involved in union activities, and telling employees they will receive greater benefits if they don’t join a union.
Although the Act identified these practices as “unfair,” it did not make them crimes or impose any penalties or fines on people or organizations for their occurrence.
ULPs are offenses committed by the employer or labor organization which violate the constitutional right of workers and employees to self-organization.
Watch t...
ULPs are offenses committed by the employer or labor organization which violate the constitutional right of workers and employees to self-organization.
Watch this video and learn more about this.
ULPs are offenses committed by the employer or labor organization which violate the constitutional right of workers and employees to self-organization.
Watch this video and learn more about this.
This video on Unfair Labor Practices is part of our lecture on Labor Law conducted on 22 and 23 July 2023.
Thank you, Dean Ulan Sarmiento, Dean Rico Paolo Qui...
This video on Unfair Labor Practices is part of our lecture on Labor Law conducted on 22 and 23 July 2023.
Thank you, Dean Ulan Sarmiento, Dean Rico Paolo Quicho, the SBCA Centralized Bar Operations and the UDM COL - Centralized Bar Operations for the opportunity to lecture for those who will be taking the September 2023 Bar Examinations.
#HernanDoIt #Bar2023
This video on Unfair Labor Practices is part of our lecture on Labor Law conducted on 22 and 23 July 2023.
Thank you, Dean Ulan Sarmiento, Dean Rico Paolo Quicho, the SBCA Centralized Bar Operations and the UDM COL - Centralized Bar Operations for the opportunity to lecture for those who will be taking the September 2023 Bar Examinations.
#HernanDoIt #Bar2023
To protect employees’ rights to self-organization and give collective bargaining a chance to work, the NLRA prohibits certain actions by employers and unions. T...
To protect employees’ rights to self-organization and give collective bargaining a chance to work, the NLRA prohibits certain actions by employers and unions. The first category of employer ULP—interfering with, restraining, or coercing employees in the exercise of their NLRA rights—encapsulates employers’ legal obligations under the NLRA. The remaining employer ULPs are elaborations on this general requirement. The prohibition against employer domination of a labor organization or interference in its administration needs explanation.
The underlying notion is that to be bona fide employee representatives, labor organizations must be independent of employers. This requirement of independence holds not just for labor unions but also for labor organizations of any kind. The definition of labor organization under the NLRA is broad. A labor organization is any organization or employee representation committee which exists for the purpose of dealing with employers concerning grievances, wages, hours of employment, or conditions of work.
Clearly, employers are prohibited from creating or controlling “company unions” that do not genuinely represent employees’ interests. But the NLRA also has implications for employee involvement groups and work teams. Employee involvement takes many forms, but typically involves groups of employees interacting in some fashion with managers to discuss production, safety, and other issues. The NLRA comes into the picture because employee involvement groups can be deemed “labor organizations” dealing with employers regarding employment matters.
And if the groups are labor organizations, they will almost certainly be considered “dominated” because they are initiated by employers. Thus, their existence can violate the NLRA. One unionized employer violated the NLRA by setting up company-dominated employee involvement teams that dealt with such issues as safety and benefits. Furthermore, the NLRB concluded that the employer was bypassing the employee’s representative and not meeting its legal obligation to bargain only with the union on these issues.
To protect employees’ rights to self-organization and give collective bargaining a chance to work, the NLRA prohibits certain actions by employers and unions. The first category of employer ULP—interfering with, restraining, or coercing employees in the exercise of their NLRA rights—encapsulates employers’ legal obligations under the NLRA. The remaining employer ULPs are elaborations on this general requirement. The prohibition against employer domination of a labor organization or interference in its administration needs explanation.
The underlying notion is that to be bona fide employee representatives, labor organizations must be independent of employers. This requirement of independence holds not just for labor unions but also for labor organizations of any kind. The definition of labor organization under the NLRA is broad. A labor organization is any organization or employee representation committee which exists for the purpose of dealing with employers concerning grievances, wages, hours of employment, or conditions of work.
Clearly, employers are prohibited from creating or controlling “company unions” that do not genuinely represent employees’ interests. But the NLRA also has implications for employee involvement groups and work teams. Employee involvement takes many forms, but typically involves groups of employees interacting in some fashion with managers to discuss production, safety, and other issues. The NLRA comes into the picture because employee involvement groups can be deemed “labor organizations” dealing with employers regarding employment matters.
And if the groups are labor organizations, they will almost certainly be considered “dominated” because they are initiated by employers. Thus, their existence can violate the NLRA. One unionized employer violated the NLRA by setting up company-dominated employee involvement teams that dealt with such issues as safety and benefits. Furthermore, the NLRB concluded that the employer was bypassing the employee’s representative and not meeting its legal obligation to bargain only with the union on these issues.
What is an unfair labor practice? | Peter T. Mavrick | Mavrick Law Firm | Representing Management, Business Owners, and Entrepreneurs in legal matters throughout South Florida | Contact | 954-564-2264| https://www.mavricklaw.com/ | [email protected] | 1620 W Oakland Park Blvd, Suite 300, Fort Lauderdale, FL 33311
An unfair labor practice is when an employer interferes with an employee's right to bargain collectively or to picket or to exercise rights under the National Labor Relations Act. There can't be retaliation, and there can't be acts of intimidation to exercise rights under the act, such as bargaining collectively, have a union come into the negotiation process, things of that sort. The purpose of the act is to allow employees to bargain collectively and act as a collectivity with a union representing the employees.
Unfair labor practices are when employers or unions break labor laws, like not letting workers join a union or treating them unfairly for being in one. This is a complex area of law. If you have questions about unfair labor practices allegations, find a labor law lawyer near you at https://www.lawinfo.com/labor-law/.
LawInfo.com has been connecting people seeking legal advice or representation with qualified, experienced lawyers since 1994. Browse our nationwide directory to find a lawyer near you or check out our thousands of free articles and videos to learn more about the basics of the law. No matter your legal need, LawInfo is your source for the help you need.
Visit us: https://www.lawinfo.com/
Follow us: https://www.facebook.com/LawInfo
Let’s explore unfair labor practices under the National Labor Relations Act. Unfair labor practices (ULPs) are violations of the NLRA that deny rights and benefits to employees and can be the result of employer or union activity.
Such violations include threatening to take jobs or benefits from employees who attempt to form a union, reassigning workers to less attractive jobs than their current ones if they are involved in union activities, and telling employees they will receive greater benefits if they don’t join a union.
Although the Act identified these practices as “unfair,” it did not make them crimes or impose any penalties or fines on people or organizations for their occurrence.
ULPs are offenses committed by the employer or labor organization which violate the constitutional right of workers and employees to self-organization.
Watch this video and learn more about this.
This video on Unfair Labor Practices is part of our lecture on Labor Law conducted on 22 and 23 July 2023.
Thank you, Dean Ulan Sarmiento, Dean Rico Paolo Quicho, the SBCA Centralized Bar Operations and the UDM COL - Centralized Bar Operations for the opportunity to lecture for those who will be taking the September 2023 Bar Examinations.
#HernanDoIt #Bar2023
To protect employees’ rights to self-organization and give collective bargaining a chance to work, the NLRA prohibits certain actions by employers and unions. The first category of employer ULP—interfering with, restraining, or coercing employees in the exercise of their NLRA rights—encapsulates employers’ legal obligations under the NLRA. The remaining employer ULPs are elaborations on this general requirement. The prohibition against employer domination of a labor organization or interference in its administration needs explanation.
The underlying notion is that to be bona fide employee representatives, labor organizations must be independent of employers. This requirement of independence holds not just for labor unions but also for labor organizations of any kind. The definition of labor organization under the NLRA is broad. A labor organization is any organization or employee representation committee which exists for the purpose of dealing with employers concerning grievances, wages, hours of employment, or conditions of work.
Clearly, employers are prohibited from creating or controlling “company unions” that do not genuinely represent employees’ interests. But the NLRA also has implications for employee involvement groups and work teams. Employee involvement takes many forms, but typically involves groups of employees interacting in some fashion with managers to discuss production, safety, and other issues. The NLRA comes into the picture because employee involvement groups can be deemed “labor organizations” dealing with employers regarding employment matters.
And if the groups are labor organizations, they will almost certainly be considered “dominated” because they are initiated by employers. Thus, their existence can violate the NLRA. One unionized employer violated the NLRA by setting up company-dominated employee involvement teams that dealt with such issues as safety and benefits. Furthermore, the NLRB concluded that the employer was bypassing the employee’s representative and not meeting its legal obligation to bargain only with the union on these issues.
The NLRB has the authority to investigate and remedy unfair labor practices, which are defined in Section 8 of the Act. In broad terms, the NLRB makes it unlawful for an employer to:
interfere with two or more employees acting in concert to protect rights provided for in the Act, whether or not a union exists
to dominate or interfere with the formation or administration of a labor organization
to discriminate against an employee from engaging in concerted or union activities or refraining from them
to discriminate against an employee for filing charges with the NLRB or taking part in any NLRB proceedings