| Labor Management Relations Act |
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| In 1947, Congress passed the Labor Management Relations Act (LMRA), also known as the Taft-Hartley Act, which amended the National Labor Relations Act primarily to impose certain restrictions on the activities of labor unions. The LMRA also imposed 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." This obligation is known as the "duty to bargain." More... |
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| The Federal Labor Relations Authority |
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| Although many federal employees were granted the right to organize and join labor unions in 1962, they did not receive their current slate of collective bargaining rights until the passage of Title VII of the Civil Service Reform Act of 1978. Title VII, also called the Federal Service Labor-Management Relations Statute, provides the framework for the labor rights of nearly two million federal employees. It also prohibits unfair labor practices by federal employers and unions. More... |
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| Privacy - Polygraphs - General Issues |
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| A recent aspect in the history of polygraph testing is its use as an employment screening tool. In such situations, pre-test and post-test interviews between examinee and examiner are combined. The interviews measure the examinee's heart rate, perspiration, and blood pressure. Changes in these body functions, presumably caused by emotional stress provoked in the examinee, are noted in graphs. The examiner reads the graphs and interprets the results, which apparently measure the veracity of the examinee's statements. More... |
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| Privacy - Personnel Files - Redress for Privacy Violations |
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| There are many instances in which an employer may share information about an employee with a third party. Employers regularly, for example, disclose information about their employees to other employers, unions, and law-enforcement agencies. They may also share information with banks and creditors, insurance companies, government agencies, and even third-party private individuals. Although some of these disclosures may be at the employee's request or required by law, others may be may be considered a violation of privacy or inflict harm. More... |
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| Affirmative Action for Veterans by Federal Contractors |
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| Targeted Veterans More... |
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