Antonina C. answered • 03/22/24
Patient and Knowledgeable Tutor - Variety of Subjects
The National Labor Relations Act (NLRA) establishes guidelines for the determination of appropriate bargaining units by the National Labor Relations Board (NLRB). One significant limitation imposed by the NLRA is the requirement that the proposed bargaining unit must be "appropriate" for collective bargaining purposes. This means that the unit must consist of employees who share a sufficient community of interest, such as common job duties, skills, wages, and working conditions.
Additionally, the NLRA prohibits the fragmentation of bargaining units, meaning that the NLRB cannot approve units that are excessively small or divided within an employer's operations without valid reasons. This provision aims to prevent employers from engaging in "gerrymandering" tactics to undermine union organizing efforts.
Furthermore, the NLRA grants the NLRB discretionary authority to determine the appropriate bargaining unit based on factors such as the history of collective bargaining at the workplace, the desires of the employees involved, and the efficiency of labor relations.
Overall, while the NLRA provides guidelines for the determination of appropriate bargaining units, it also grants the NLRB flexibility to assess each case on its merits and ensure that the bargaining unit reflects the interests and needs of the employees involved.
