Support through your toughest HR challenges: A network of 285,000 HR professionals.
Shawn Premer shows how doing the right thing for employees leads to positive business results.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Build competencies, establish credibility and advance your career—while earning PDCs—at SHRM Seminars in 12 cities across the U.S. this spring.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
SHRM Files Brief Asking Supreme Court to Interpret Labor-Management Relations Act
Alexandria, Va. - On Friday, May 22, 2009, SHRM and the National Federation of Independent Business Small Business Legal Center (NFIB) submitted a brief asking the U.S. Supreme Court to consider the case
Adcock v. Freightliner LLC. SHRM and NFIB believe that Supreme Court review of the U.S. Court of Appeals for the Fourth Circuit’s interpretation of section 302 of the Labor-Management Relations Act (LMRA) is necessary to ensure fairness in union organizing campaigns.
Adcock, Freightliner LLC and the United Auto Workers (UAW) signed agreements establishing ground rules for organizing five plants in North Carolina. Freightliner agreed to require employees to attend union meetings during work time at the workplace. The UAW agreed that if recognized as the exclusive bargaining representative, they would not seek severance pay for layoffs or plant closures and would split increases in benefit costs between the company and the workers, in addition to various other guarantees.
Section 302 of the LMRA is designed to prevent corruption of the collective bargaining process by preventing employers from bribing the union and preventing union extortion of employers. In
Adcock, the Fourth Circuit ruled that Freightliner and UAW’s actions did not violate section 302.
SHRM and NFIB believe that section 302 does prohibit the activity engaged in by Freightliner and UAW. Supreme Court interpretation will ensure that every federal circuit applies the same set of rules to union organizing campaigns.
To read SHRM’s brief, click
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Please sign in as a SHRM member before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Choose from dozens of free webcasts on the most timely HR topics.
SHRM’s HR Vendor Directory contains over 3,200 companies