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The RLA was the product of negotiations between the major railroad companies and the unions that represented their employees. [10] Like its predecessors, it relied on boards of adjustment, established by the parties, to resolve labor disputes, with a government-appointed Board of Mediation to attempt to resolve those disputes that board of adjustment could not.
Short title: 1972 GED Diploma; Image title: Diploma and test instructions from 1972; Author: Commonwealth of Pennsylvania Department of Education: File change date and time
GED Testing Service is a joint venture of the American Council on Education, which started the GED program in 1942. The American Council on Education , in Washington, D.C. (U.S.), which owns the GED trademark , coined the initialism to identify "tests of general equivalency development" that measure proficiency in science, mathematics, social ...
GED Connection is a television program on PBS that provides instruction on how to pass the General Educational Development (GED) test. It is part of an instructional course that also includes workbooks and practice tests.
RLA may refer to any of the following: . Railway Labor Act, US; Ram Lal Anand College, New Delhi, India; Risk-limiting audit of election outcomes; Robert Land Academy, Canadian military academy
Lilly Lynn McDaniel Ledbetter (April 14, 1938 – October 12, 2024) was an American activist who was the plaintiff in the United States Supreme Court case Ledbetter v. . Goodyear Tire & Rubber Co. [1] regarding employment discrim
Labor Management Reporting and Disclosure Act; Long title: An act to provide for the reporting and disclosure of certain financial transactions and administrative practices of labor organizations and employers, to prevent abuses in the administration of trusteeships by labor organizations, to provide standards with respect to the election of officers of labor organizations, and for other purposes.
Ledbetter v. Goodyear Tire & Rubber Co., 550 U.S. 618 (2007), is an employment discrimination decision of the Supreme Court of the United States. [1] The result was that employers could not be sued under Title VII of the Civil Rights Act of 1964 over race or gender pay discrimination if the claims were based on decisions made by the employer 180 days or more before the claim.