Actions by an employer that interfere with the rights of employees.
a labor law violation, committed by either an employer or a union. Common employer violations include making changes in the workplace without going through the union, and interfering with employees' rights to engage in union activity.
Actions by the employer which interfere with, restrain, coerce, or threaten employees with respect to their rights.
An unfair labor practice (ULP) is a violation of a right protected by the Federal Service Labor-Management Relations Statute. The ULP procedures provided by the Statute are part of the basic mechanisms by which the parties are protected in the exercise of their rights.
A violation of any of the provisions of the Federal Service Labor-Management Relations Statute. It is a term of art (see ยง 7116) that is narrower in scope than the misleading adjective "unfair" suggests. ULP charges are filed with the Authority by an individual, a union, or an activity. They are investigated by the General Counsel who issues a ULP complaint if the General Counsel concludes the charge(s) have merit, and who prosecutes the matter before an Administrative Law Judge in a factfinding hearing and before the Authority, which decides the matter. The most common agency ULPs are duty-to-bargain ULPs (usually a failure to give the union notice of proposed changes in conditions of employment and/or engage in impact and implementation bargaining), formal discussion ULPs, Weingarten ULPs, and failure-to-provide- information ULPs. The most common ULP committed by a union is a failure to fairly represent (see fair representation) all unit members without regard to union membership
an act by an employer or union practice forbidden by the National Labor Relations Act , the Civil Service Reform Act (for federal workers) or state and local laws
An act or omission on the part of either union or management which violates the provisions set forth by labor relations statutes. Examples of union unfair labor practices are: (1) causing an employer to discriminate against an employee on the basis of that employee's membership in a union; (2) refusing to bargain collectively with an employer; (3) interfering in an employer's exercise of rights under the statute. Examples on the part of management are: (1) controlling or interfering with the union; (2) discriminating against employees based upon their union support or activity; (3) retaliating against employees for complaining to a labor board (PERB); (4) refusing to bargain collectively with the exclusive union. Unfair labor practices are adjudicated by the appropriate state or federal labor board.
In contrast to a grievance, which is a violation of the contract, a "ULP" is a violation of labor law.
Action by either the employer or union which violates the provisions of EO 11491 as amended.
Action by either an employer or union which violates the provisions of national and state labor relations acts, such as refusal to bargain in good faith.
Activities by management or labor that violate the National Labor Relations Act. Failure to bargain in good faith is an example.
In United States labor law, the term unfair labor practice refers to certain actions taken by employers or unions that violate the National Labor Relations Act (NLRA) and other legislation. Such acts are investigated by the National Labor Relations Board (NLRB).