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Tax Equity and Fiscal Responsibility Act of 1982: its impact on employee benefits. 1982年税收公平和财政责任法案:对雇员福利的影响。
Employee relations law journal Pub Date : 1982-12-01
P T Shultz, J P Klein
{"title":"Tax Equity and Fiscal Responsibility Act of 1982: its impact on employee benefits.","authors":"P T Shultz, J P Klein","doi":"","DOIUrl":"","url":null,"abstract":"","PeriodicalId":79590,"journal":{"name":"Employee relations law journal","volume":"8 3","pages":"519-25"},"PeriodicalIF":0.0,"publicationDate":"1982-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"21126719","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
Limiting your risks in the new Russian roulette--discharging employees. 限制你在新的俄罗斯轮盘赌中的风险——解雇员工。
Employee relations law journal Pub Date : 1982-12-01
F Brown
{"title":"Limiting your risks in the new Russian roulette--discharging employees.","authors":"F Brown","doi":"","DOIUrl":"","url":null,"abstract":"<p><p>Time was when an employer had the freedom to discharge employees for a good reason, a bad reason, or no reason at all. As more and more employees bring claims of \"wrongful discharge\" to courts, however, employers' discretion to terminate employees at will is being restricted. This is particularly so where cases are presented before juries, which tend to be more sympathetic to the employee's plight. In the following article, the author examines the circumstances under which courts are now finding employers responsible for wrongful discharge. He also discusses ways in which employers can limit their exposure to wrongful discharge claims.</p>","PeriodicalId":79590,"journal":{"name":"Employee relations law journal","volume":"8 3","pages":"380-406"},"PeriodicalIF":0.0,"publicationDate":"1982-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"21126715","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
Legal obstacles to alternative work-force designs. 替代劳动力设计的法律障碍。
Employee relations law journal Pub Date : 1982-01-01
Z D Fasman
{"title":"Legal obstacles to alternative work-force designs.","authors":"Z D Fasman","doi":"","DOIUrl":"","url":null,"abstract":"<p><p>GIven the changing industrial realities we now face, more and more employers and their employees are becoming involved in cooperative work ventures such as work teams, quality circles, and joint employer-employee committees. Successful ventures of ths sort minimize the adversary nature of the relationship between management and labor and enhance employees' sense of responsibility and authority. The result is better working relationships and increased productivity. In both union and nonunion settings, however, employers face legal obstacles to work-force redesign. In the following article, the author discusses these obstacles and offers some suggestions on how they may be avoided.</p>","PeriodicalId":79590,"journal":{"name":"Employee relations law journal","volume":"8 2","pages":"256-81"},"PeriodicalIF":0.0,"publicationDate":"1982-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"21128356","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
The aging of age discrimination--evolving ADEA interpretations and employee relations policies. 年龄歧视的老龄化——ADEA解释和员工关系政策的演变。
Employee relations law journal Pub Date : 1982-01-01
M Rosenblum, G Biles
{"title":"The aging of age discrimination--evolving ADEA interpretations and employee relations policies.","authors":"M Rosenblum,&nbsp;G Biles","doi":"","DOIUrl":"","url":null,"abstract":"","PeriodicalId":79590,"journal":{"name":"Employee relations law journal","volume":"8 1","pages":"22-36"},"PeriodicalIF":0.0,"publicationDate":"1982-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"21127903","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
Employer remedies for work stoppages that violate no-strike provisions. 雇主对违反不罢工规定的停工采取的补救措施。
Employee relations law journal Pub Date : 1982-01-01
T P Gies
{"title":"Employer remedies for work stoppages that violate no-strike provisions.","authors":"T P Gies","doi":"","DOIUrl":"","url":null,"abstract":"<p><p>An employer faced with a work stoppage that violates a contractual no-strike provision has several alternatives: the employer can seek an injunction against the strike, discipline employees involved in the strike, or attempt to recover damages for violations of the collective bargaining agreement. Each of these remedies, however, presents practical problems in terms of employer-employee relations as well as legal questions regarding the extent of relief available. In the following article, the author examines the remedies available to an employer when employees engage in activity that violates a no-strike provision. He also examines the impact of recent cases on an employer's ability to enforce a no-strike pledge.</p>","PeriodicalId":79590,"journal":{"name":"Employee relations law journal","volume":"8 2","pages":"178-97"},"PeriodicalIF":0.0,"publicationDate":"1982-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"21128354","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
Achieving equal pay for comparable worth through arbitration. 通过仲裁实现同等价值的同工同酬。
Employee relations law journal Pub Date : 1982-01-01
S C Wisniewski
{"title":"Achieving equal pay for comparable worth through arbitration.","authors":"S C Wisniewski","doi":"","DOIUrl":"","url":null,"abstract":"<p><p>Traditional \"women's jobs\" often pay relatively low wages because of the effects of institutionalized stereotypes concerning women and their role in the work place. One way of dealing with sex discrimination that results in job segregation is to narrow the existing wage differential between \"men's jobs\" and \"women's jobs.\" Where the jobs are dissimilar on their face, this narrowing of pay differences involves implementing the concept of \"equal pay for jobs of comparable worth.\" Some time in the future, far-reaching, perhaps even industrywide, reductions in male-female pay differentials may be achieved by pursuing legal remedies based on equal pay for comparable worth. However, as the author demonstrates, immediate, albeit more limited, relief for sex-based pay inequities found in specific work places can be obtained by implementing equal pay for jobs of comparable worth through the collective bargaining and arbitration processes.</p>","PeriodicalId":79590,"journal":{"name":"Employee relations law journal","volume":"8 2","pages":"236-55"},"PeriodicalIF":0.0,"publicationDate":"1982-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"21128355","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
National origin harassment in the work place: recent guideline developments from the EEOC. 工作场所的国籍骚扰:平等就业机会委员会最近的指导方针发展。
Employee relations law journal Pub Date : 1982-01-01
C J Hollon, T L Bright
{"title":"National origin harassment in the work place: recent guideline developments from the EEOC.","authors":"C J Hollon,&nbsp;T L Bright","doi":"","DOIUrl":"","url":null,"abstract":"<p><p>In December 1980 the EEOC published its revised \"Guidelines on Discrimination Because of National Origin.\" The revised guidelines expand the definition of national origin harassment and declare it a violation of Title Vii. According to the EEOC, the guidelines reaffirm the position the Commission has taken in earlier decisions. In the following article, the authors examine the EEOC's position on national origin harassment. Using the guidelines as a frame of reference, they look at both EEOC decisions issued prior to the guidelines and court decisions that may offer employers guidance regarding impermissible conduct and liability in this area.</p>","PeriodicalId":79590,"journal":{"name":"Employee relations law journal","volume":"8 2","pages":"282-93"},"PeriodicalIF":0.0,"publicationDate":"1982-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"21128357","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
Health care labor relations law--understanding the issues. 医疗劳动关系法——理解问题。
Employee relations law journal Pub Date : 1981-01-01
S P Pepe, C L Keith
{"title":"Health care labor relations law--understanding the issues.","authors":"S P Pepe,&nbsp;C L Keith","doi":"","DOIUrl":"","url":null,"abstract":"<p><p>The 1974 amendments to the Labor Management Relations Act have created new problems of statutory interpretation in the rapidly evolving area of health care labor law. By including nonprofit hospitals under the auspices of the Act, the amendments have opened up a new area for unionization and have given rise to questions concerning the types of bargaining units that are appropriate in health care facilities. In the following article, the authors discuss these questions and other current issues in health care labor relations law. The issues include the determination of relevant bargaining units, the status of state nursing associations as labor organizations, and the ten-day strike notice requirement of the Labor Management Relations Act.</p>","PeriodicalId":79590,"journal":{"name":"Employee relations law journal","volume":"7 2","pages":"235-50"},"PeriodicalIF":0.0,"publicationDate":"1981-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"21123120","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
"Totality"--right or wrong: the totality trilogy. 《总体性》——对与错:总体性三部曲。
Employee relations law journal Pub Date : 1981-01-01
P C Lederer
{"title":"\"Totality\"--right or wrong: the totality trilogy.","authors":"P C Lederer","doi":"","DOIUrl":"","url":null,"abstract":"<p><p>Totality, or the concept that all evidence that may bear on a given case should be considered together in issuing a decision, has been applied inconsistently by the National Labor Relations Board, particularly with regard to three types of cases: \"good faith doubt\" cases, those involving employer statements made during a union election campaign, and employee discharge cases. In the following article, the author examines cases that demonstrate how the Board has vacillated in its application of the totality principle.</p>","PeriodicalId":79590,"journal":{"name":"Employee relations law journal","volume":"6 4","pages":"620-34"},"PeriodicalIF":0.0,"publicationDate":"1981-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"21122162","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
Limitations and legal implications of employers' security procedures. 雇主保安程序的限制及法律影响。
Employee relations law journal Pub Date : 1981-01-01
K McCulloch
{"title":"Limitations and legal implications of employers' security procedures.","authors":"K McCulloch","doi":"","DOIUrl":"","url":null,"abstract":"","PeriodicalId":79590,"journal":{"name":"Employee relations law journal","volume":"7 2","pages":"260-8"},"PeriodicalIF":0.0,"publicationDate":"1981-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"21123122","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
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