Pg 737 Part C.
1.The National Labor Relations Act, also known as the Wagner act, was designed to protect private-sector workers’ rights to organize and join unions. The NLRB (National Labor Relations Board) has held in some circumstances that employee opinion surveys can violate the National Labor Relations Act. These decisions center on the Board’s interpretation of Section 8(a)(1) of the Act, which has been interpreted over the years as prohibiting the solicitation of grievances by management during union organizing activity. The Board relies on a number of factors when determining whether a survey violates the prohibition on soliciting grievances, including the existence of union activity, the types of questions asked, whether participants are anonymous, whether the company has conducted surveys in the past, whether issues brought up in the survey are corrected and the timing of the survey. In this exercise, it asks whether Wal-Marts practice in doing these surveys is a violation and to make a precise conclusion, one would need to see an example of this survey. A scenario which would directly violate this section of the act, would be where Wal-Mart questions emphasized around the possible elimination of participating in unions if they would reward the employee. More precisely an example could be, “If you are in a Union, would you retract your membership if you were given a raise?” If you have a company that has expanded and one of your locations has formed a union, I wouldn’t suggest the dispersement of a survey that is different than the others due to the employees evolvement with the union. Even if you find out the employees need a raise through the survey that could cause them to feel as if they don’t need the union and give up their membership. This would cause the union to turn to the NLRB for a violation of Section 8a.
2.In Freeman and Medoff (1984) they concluded that unions improve social and economic conditions rather than do harm....