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These rights are found in "Section 7" (29 U.S.C. §157) of the National Labor Relations Act (NLRA, or the Act), and are often referred to as Section 7 protections. [2] Generally speaking, there is protected concerted activity when two or more employees act together to improve the terms and conditions of their employment.
Any other right listed in Section 7 of the National Labor Relations Act. dominate or interfere with the formation or administration of a labor organization; interfere with a union election or a union campaign; discriminate against an employee from engaging in concerted or union activities or refraining from them;
The National Labor Relations Act of 1935, also known as the Wagner Act, is a foundational statute of United States labor law that guarantees the right of private sector employees to organize into trade unions, engage in collective bargaining, and take collective action such as strikes.
Section 7 of the National Labor Relations Act “protects the rights of employees to wear and distribute items such as buttons, pins, stickers, t-shirts, flyers, or other items displaying a ...
NLRB v. J. Weingarten, Inc., 420 U.S. 251 (1975), is a United States labor law case decided by the Supreme Court of the United States.It held that employees in unionized workplaces have the right under the National Labor Relations Act to the presence of a union steward during any management inquiry that the employee reasonably believes may result in discipline.
The applicable language of the law cited was the guarantee of the NLRA that employees have "the right to self-organization, to form, join, or assist labor organizations" (§7) and that it is an unfair labor practice for an employer "to interfere with, restrain, or coerce employees" in exercising their §7 rights.
Section 7 of the NLRA reads, in part: [2] Employees shall have the right to self-organization, to form, join, or assist labor organizations, to bargain collectively through representatives of their own choosing, and to engage in other concerted activities for the purpose of collective bargaining or other mutual aid or protection
Section 14(b) of the Taft–Hartley Act also authorizes individual states (but not local governments, such as cities or counties) to outlaw the union shop and agency shop for employees working in their jurisdictions. Any state law that outlaws such arrangements is known as a right-to-work state.