Insightful Workshop on Labor Relations and Employment Rights

1. Short bio : Larry Henderson I’ve been a member of the Philadelphia Chapter of BDPA since 1995. My Degree is in Computer Science and for the past 25 years I’ve been a mainframe programmer with the U.S. Navy. While working for Navy I’ve served as a AFGE shop steward and then Secretary-Treasurer of the local union. During this time I have been involved with numerous labor relation and EEO issues. I also serve for 25 years in the US Air Force as a Flight Engineer.

2. We will be discussing how things have change in the past 20 years in reference to work environment, employment laws. We’ll also talk about what to do if you find yourself in one of these gray areas. Employment has never truly been equal and fair and in today’s market it’s becoming downright treacherous.

3. What governs Labor relations National Labor Relations Act Congress enacted the National Labor Relations Act ("NLRA") in 1935 to protect the rights of employees and employers, to encourage collective bargaining, and to curtail certain private sector labor and management practices, which can harm the general welfare of workers and businesses

4. def: The relationship between management and labor, especially with respect to the maintenance of agreements and collective bargaining. The purpose of this workshop is for us to analyze todays working environment as it pertains employment rights and to identify agencies to protect those rights. Labor Relations

5. Equal opportunity employment The concept is that no matter where you go to work you will be treated fair and equally. This concept is slowly but surely being challenged in a number of US state. These states are being called right to work state. A "right-to-work" law is a statute in the United States that prohibits union security agreements, or agreements between labor unions and employers, that govern the extent to which an established union can require employees' membership, payment of union dues, or fees as a condition of employment, either before or after hiring. Right-to-work laws do not aim to provide general guarantee of employment to people seeking work, but rather are a government regulation of the contractual agreements between employers and labor unions that prevents them from excluding non-union workers,[1] or requiring employees to pay a fee to unions that have negotiated the labor contract all the employees work under.

6. Right to work states The 25 states which have passed Right to Work laws are: Alabama, Arizona, Arkansas, Kansas, Florida, Georgia, Idaho, Indiana, Iowa, Louisiana, Michigan, Mississippi, Nebraska, Nevada, North Carolina, North Dakota, Oklahoma, South Carolina, South Dakota, Tennessee, Texas, Utah, Virginia, Wisconsin, and Wyoming.

7. This is nothing New! The Truth about “Right to Work” Laws "We must guard against being fooled by false slogans, such as 'right to work.' It is a law to rob us of our civil rights and job rights... Its purpose is to destroy labor unions and the freedom of collective bargaining by which unions have improved wages and working conditions of everyone. Wherever these laws have been passed, wages are lower, job opportunities are fewer and there are no civil rights.“ Rev. Dr. Martin Luther King, Jr., speaking on right-to-work laws in 1961

8. Know your Rights This is not a pro-union workshop. Whether you are a Corporation, entrepreneur or an employee you have some rights. Certain rights apply to everyone. The question here is, what action should be taking to protect these rights. This is where Federal statute or Collective Bargaining Agreements (CBA) will apply to balances these rights.

9. Fair Labor Standards Act DEFINITION of 'Fair Labor Standards Act - FLSA' A United States law which sets out various labor regulations regarding interstate commerce employment, including minimum wages, requirements for overtime pay and limitations on child labor. In general, the FLSA is intended to protect workers against certain unfair pay practices or work regulations. The Fair Labor Standards Act is one of the most important laws for employers to understand since it sets out a wide array of regulations for dealing with employees.

10. Know who your advocates are Analyze the situation. You must go to the correct advocate if you wish to challenge an injustice. Going to the incorrect one may lead to Lost Time or could cause your case to being dismissed.

11. If you Require Assistance? Division of Labor Standards Enforcement (DLSE), was established to adjudicate wage claims, investigate discrimination and public works complaints, and enforce Labor Code statutes and Industrial Welfare Commission orders.(Contact # 1-844-522-6734) ********************************************************************************************** The U.S. Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. It is also illegal to discriminate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. (Contact # 1-202-663-4599)

12. DOL U.S. Department of Labor The Department of Labor administers a variety of federal labor laws to guarantee workers' rights to fair, safe, and healthy working conditions, including minimum hourly wage and overtime pay, protection against employment discrimination, and unemployment insurance.

13. EEOC • The U.S. Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. It is also illegal to discriminate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. • Most employers with at least 15 employees are covered by EEOC laws (20 employees in age discrimination cases). Most labor unions and employment agencies are also covered. • The laws apply to all types of work situations, including hiring, firing, promotions, harassment, training, wages, and benefits.

14. Unions Collective bargaining(CBA) is a process of negotiation between employers and a group of employees aimed at reaching agreements to regulate working conditions. The interests of the employees are commonly presented by representatives of a trade union to which the employees belong. The collective agreements reached by these negotiations usually set out wage scales, working hours, training, health and safety, overtime, grievance mechanisms, and rights to participate in workplace or company affairs.

15. Who has a Collective-Bargaining Agreement • Commercial Airline Pilots • TV Actors and Camera Operator • Broadway Actors Musicians • Hollywood Musician • Hospital Workers • Teachers • Professional Sports Teams • Automotive Workers • Farm Workers • Registered NursesThe list is endless of who has a Collective Bargaining Agreement

16. Now let’s talk! Q&A on how this may apply to you.

17. Notes • ___________________________________ • ___________________________________ • ___________________________________ • ___________________________________ • ___________________________________ • ___________________________________ • ___________________________________