Shade line in the Labor Agreement effortlessly

Aug 6th, 2022
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How to Shade line in the Labor Agreement

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in this lesson were continuing our discussion of performance and specifically we want to focus on conditions excuses and anticipatory repudiation in case youre wondering where we are in the big picture flow of our contracts analysis were moving past the w to the c the e and the a and sarah plays with cats every afternoon of course the c the e and the a stand for conditions excuses and anticipatory repudiation so why are we bundling these three concepts in one video right the idea here is conditions excuses and anticipatory repudiation really all go to this second question remember we said were looking at a performance analysis theres really two questions what performance is do and is any performance discharged well our first lessons focused more on the first question right we were thinking about substantial performance versus perfect tender the parole evidence rule and warranties we were more so focused on defining what performances do under the contract what are the legal duties

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Cons Annual dues. Workers often pay 1.5-3% of their salary in union fees. You need skilled negotiators at the helm. Limits your individuality. Seniority rules. Less collaborative work environment.
Terms and Conditions of Employment : being items such: Name and address of employer. Name and address of employee. Job title. Job description. Salary. Agreed Deductions from salary. Pension or Provident fund benefits, rules and contributions. Medical Aid benefits, rules and contributions.
Supervisors and managers cannot spy on you (or make it appear that they are doing so), coercively question you, threaten you or bribe you regarding your union activity or the union activities of your co-workers. You cant be fired, disciplined, demoted, or penalized in any way for engaging in these activities.
Labor union contracts have several components, including sections that detail agreements on wages, benefits, working schedules, seniority-based bidding for shifts, holiday schedules and the process for handling grievances.
Restraining or coercing the employer or employees in exercising the rights provided by the NLRA. Causing the employer to discriminate against employees. Refusing to bargain in good faith. Inducing strikes for forbidden reasons such as secondary boycotts.
It is unlawful for an employer to interfere with, restrain, or coerce employees in the exercise of their rights. For example, employers may not respond to a union organizing drive by threatening, interrogating, or spying on pro-union employees, or by promising benefits if they forget about the union.
An Employee may be required to work hours beyond regularly scheduled hours to overcome unexpected workloads and to meet extraordinary situations. Such overtime shall be authorized by the Employer.
Unions are not allowed to do the following: threaten or coerce employees to gain support for the union. refuse to process a grievance because the employee has criticized union officials or is not a member of the union. use or maintain discriminatory standards or procedures in making job referrals from a hiring hall.

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