PAID FAMILY LEAVE – Is a benefit offered by the state according to MGL c.175M for anyone working in Massachusetts who can take up to 26 weeks of paid leave for medical or family reasons. Funded by a Massachusetts tax, PFML is separate from Family Medical Leave Act (FMLA) benefits and vacation benefits that may be offered by your employer. Pfml is financed by a tax not exceeding 0.75% of the eligible employee`s salary paid by the employee and possibly by your employer. The amount depends on the contribution of each party. The maximum amount that could come from your paycheck is $0.38 per $100.00. Key U.S. trade deals should “contribute to a democratic global economic government and promote good jobs, full employment and higher wages,” Hoffa said. “A key element is, of course, strong protection of labour rights, so that any worker in any country can exercise fundamental human rights in the workplace without fear.” RETROACTIVE PAYMENT – The retroactive payment (or additional payment) is a retroactive salary increase. For example, a negotiated contract expires on December 31, but employees continue to work while a new contract is being negotiated. The following March, a new contract was approved, with a salary increase retroactive to 1 January. The retroactive increase or additional payment is made for work from January 1st paid. INJUNCTIONS 10(j) – Section 10(j) of the National Labor Relations Act authorizes the National Labor Relations Board to seek injunctions against employers and unions in federal district courts to stop unfair labor practices, while the case is before administrative judges and the board of directors.
These injunctions are necessary to protect the collective bargaining process and workers` rights under the law and to ensure that the decisions of the board of directors are useful. The section was added in 1947 as part of a series of reforms to the law. NATIONAL MEDIATION BOARD (NMB) – The NMB was established under the Railway Labour Act and holds representation elections, regulates major disputes and appoints arbitrators and bodies to adjudicate minor disputes in the railway and aviation industry. Answer: Collective bargaining must be conducted voluntarily, freely and in good faith. The parties are free to participate in the negotiations and there should be no interference by the authorities in their decisions. The principle of good faith implies that the parties must endeavour to reach an agreement, conduct real and constructive negotiations, avoid undue delays in negotiations, respect agreements reached and implemented in good faith and allow sufficient time to discuss and settle tariff disputes. In the case of multinational enterprises, such enterprises should not threaten to relocate all or part of an operational unit from the country concerned in order to unfairly influence the negotiations. The second report, adopted on 25 14 cases, was also examined, half of which concerned issues relating to employers` policy.
Five of these guidelines were deemed illegally broad, one was legal and the other was deemed legal after its revision. In the other cases, these were dismissals of employees after posting comments on Facebook. Several discharges were deemed illegal because they came from illegal measures. However, in one case, the dismissal was maintained despite an illegal directive, as the posting of the worker was not due to work. The report highlighted two main points concerning the LNRB and social media: national LABOR RELATIONS BOARD (NLRB) – Agency created by the National Labor Relations Act of 1935 and continued by subsequent amendments who have the mission of defining the appropriate bargaining units, organizing elections, determining whether a majority of workers wishes to be represented by a given union or union, to certify trade unions, to represent workers, to interpret and apply the provisions of the law that prohibit certain unfair practices of employers and trade unions and, in addition, to manage the provisions of the law. . . .