Collective Bargaining Agreement Vs Employee Handbook

Higher education institutions should also consider the introduction of a separate or complementary textbook for student staff, both for students and higher education graduates, as they often require policies that take into account their dual roles within their institutions. These guidelines may include issues such as minimum credit hours required for access to employment, tuition fees or the federal labour program. Employee manuals should continue to protect and prohibit the disclosure of confidential information from an employer, a legitimate and vital purpose. However, in order to satisfy the NRL, these provisions should not explicitly contain information or documents contained in personal personnel files or, at the very least, the contents of the employee`s personal files, which are protected by law as personal and confidential. Again, there is no guarantee, but this restriction should address the NLRB`s concerns about workplace rules or policies that may limit the rights of Section 7 of workers. The NLRB`s objective of protecting workers` rights to criticize their employer extends to all kinds of reprehensible behaviour by workers who complain about their work or working conditions. An employment contract can only be amended with the agreement of the employer and the worker (i.e. an employer cannot unilaterally change a worker`s employment contract without the employee`s consent). The National Labor Relations Board (NLRB), a federal agency that imposes the LNRA, has actively advocated what it calls workers` rights to “concerted activities.” Section 7 of the NRL guarantees employees “the right to self-organization, training, membership or support from labour organizations .

. . . and engage in other concerted activities for collective bargaining or other mutual assistance or protection. These Section 7 rights apply to all potential workers and workers, regardless of their status or affiliation. For example, there is an urgent need for institutions to consider holding separate or complementary textbooks for teaching and university staff, as well as non-university staff. Faculty and scientific staff are responsible for managing issues such as academic freedom, research integrity, creation and protection of intellectual property that do not apply to non-academic staff. They probably also have long-term or short-term employment contracts with an institution, while non-academic staff are likely to be salaried or unionized under the terms of collective agreements. Employers like rules that maintain courtesy, respect and decency in the workplace and have a special place in their hearts for rules that prohibit workers from mishanding them at work or in public forums. The NLRB is an exception, however, because your employer may look like protected activities in Section 7, rude or disrespectful and unhealthy. The NLRB found that an employment rule can be an unfair labour practice if it has a reasonable tendency to chill workers in the exercise of their Section 7 rights.

An employment rule is illegal when it expressly limits activities protected by Section 7, and even if it is not, it may be illegal if (1) workers would reasonably use the rule to prohibit section 7 activity, (2) the rule was adopted in response to union activities or (3) the rule was applied to limit the exercise of section 7 rights. See Le Lutheran Heritage Village-Livona, 343 NLRB 646 (2004); lafayette Park Hotel, 326 NLRB No. 824 (1998). Higher education institutions have much to gain by adopting and maintaining a quality staff manual. If properly designed, an effective policy manual can protect the institution, support a productive culture of employment, save administrative time and alleviate staff concerns by raising clear expectations. The NLRB found that the hotel`s rules