| Modification or Termination of a Collective Bargaining Agreement |
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| The Labor-Management Relations Act (LMRA) imposes upon employers and labor unions a "mutual obligation . . . to meet at reasonable times and confer in good faith with respect to wages, hours, and other terms and conditions of employment, or the negotiation of an agreement or any question arising thereunder." The LMRA also imposes rules on employers and unions once a collective bargaining agreement is reached between the parties with regard to whether and how a collective bargaining agreement may be modified or terminated. More... |
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| Privacy - Personnel Files - Disclosure |
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| A job applicant that may consider lying in order to protect herself against an embarrassing or detrimental disclosure should keep in mind that the disclosure may come about anyway during the employer's background check or an investigation by a credit-reporting agency. In fact, the purposeful submission of misinformation on an application is viewed by many employers as an adequate reason for refusing to hire an applicant or for firing an employee. More... |
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| Employee Polygraph Protection Act of 1988 |
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| In 1988, Congress passed the Employee Polygraph Protection Act to prevent employers from subjecting applicants and employees to lie detector or polygraph tests. Under the Act, the term "lie detector" includes a: More... |
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| Arbitration -- Labor Disputes -- Contract Interpretation |
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| One of the most common causes of a labor dispute is a disagreement over the meaning of the labor agreement itself. This disagreement may stem from a lack of clear meaning or a failure of the contract to address a particular issue. When such disagreements are sent to arbitration, the arbitrator is given the task of interpreting the contract. In this endeavor, the arbitrator may rely on a number of standard tactics. More... |
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| Employing Disabled Workers under the Fair Labor Standards Act |
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| The Fair Labor Standards Act (FLSA) requires most employers to pay most non-exempt workers a minimum wage of $5.15 per hour. To encourage employers to hire workers whose productive capacity is reduced because of a physical or mental disability, § 14(c) of the FLSA allows employers to pay certain disabled employees a wage that is lower than the minimum wage.
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