Collective Bargaining: Analyzing Employee and Employer Rights

This homework assignment addresses key aspects of collective bargaining, including union salting, the roles of covert and overt applicants, and the National Labor Relations Board (NLRB) regulations. The assignment analyzes the steps involved in union salting, the responsibilities of applicants, and the appropriate conduct for interviewers. It examines the rights of both employees and employers, particularly concerning union representation and hiring practices. The answers provided delve into the legal and practical considerations of labor relations, referencing relevant sections of the NLRB and highlighting the importance of fair employment practices. The assignment also references the importance of proper information and honest intentions for applicants, and how interviewers should conduct themselves to avoid any charges of unfair labor practices.

Collective Bargaining Questions

Table of Contents
Answer 1.....................................................................................................................................................2
Answer 2.....................................................................................................................................................2
Answer 3.....................................................................................................................................................3
References...................................................................................................................................................4
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Answer 1
The counter salting steps for the employees have been given below in step by step:
Step 1 –Person C and person R both were applied for a field-technician job on March 21. Both
the applicants have kept their union membership identity in secret. So, it can be said that both the
applicants were covert applicants (Zimolong, 2018).
Step 2 – According to the case study, two other applicants applied for the job. Both of them were
union’s uniform. Both of them were called over applicants.
Step 3 – According to section 8 (a) (1) of the National Labor Relations Board (NLRB),
employers cannot provide any kind benefits to the employees for rejecting the union’s
representation.
Step 4 – The covert applicants did not show their unions’ identity. In this case, both the covert
applicants did not need the commercial driving license (Hofstra, 2016).
Step 5 – Both the applicants did not have adequate skills and knowledge for the vacant positions.
The company has the authority to eliminate the applications from the hiring process.
Answer 2
The overt and covert would be in a good position to satisfy the rule of the National Labor
Relations Board (NLRB). The applicants have to be truly interested in the case of employment.
After this process, the applicants can be able to claim protection under the National Labor
Relations Board (NLRB). The overt and covert applicants have to prove their interest in the
process of employment. The applicants have the responsibility that they are not seeking
employment as a temporary basis. It is very important for both covert and overt applicants to
assure the National Labor Relations Board (NLRB) by their positive intention. Proper
information and honest intention are very much required for the covert and overt applicants. By
evaluating all the details, The National Labor Relations Board (NLRB) can be able to protect the
covert and overt applicants (Buttrick & Bahl, 2016).
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Answer 3
The overt salt ought to be interviewed when they approach for the job position. The concerned
person that will conduct the process of the interview could not behave in an inappropriate
manner with that of the union. A fine initial interviewer is someone, which possess the qualities
of drywall. The union salts were the trained professionals. Therefore, the union salts would try to
attract the interviewer in order to make a statement. It indicates that the firm possesses an animus
for organized labor. The initial interviewer that performs the interview must be trained to keep
the interview very boring for them. The initial interviewer, therefore, needs to ask questions
regarding their occupation history, desired salary and skill level (Fox, 2015). When any question
is being raised towards the interviewer, regarding unions then it needs to be answered in a vague
manner. As a result, by conceding the covert salt in the interview, the interviewer tends to
undercut the ability of union towards taking any undue charges of labor practices.
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References
Buttrick, S., & Bahl, M. (2016). UNION UNFAIR LABOR PRACTICES AND RULES EVERY
NON-UNION EMPLOYER SHOULD KNOW. Retrieved from
https://www.americanbar.org/content/dam/aba/administrative/labor_law/meetings/2010/
annualconference/095.pdf
Fox, J. (2015). "Salting" the Construction Industry. Retrieved from
https://open.mitchellhamline.edu/cgi/viewcontent.cgi?article=1958&context=wmlr
Hofstra. (2016). A LOWER “SALT” CONTENT FOR EMPLOYERS. Retrieved from
https://law.hofstra.edu/pdf/academics/journals/laborandemploymentlawjournal/
labor_vol26no1_mabanta%20skloot.pdf
Zimolong, W. (2018). Cutting the Salt Out: Tips for Avoiding Union Salting Charges |
Supplemental Conditions. Retrieved from
https://www.supplementalconditions.com/2018/01/cutting-the-salt-out-tips-for-avoiding-
union-salting-charges/
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