Book contents
- Advance Praise for The Cambridge Handbook of U.S. Labor Law for the Twenty-First Century
- The Cambridge Handbook of U.S. Labor Law for the Twenty-First Century
- The Cambridge Handbook of U.S. Labor Law for the Twenty-First Century
- Copyright page
- Contents
- Contributors
- Preface
- Acknowledgments
- Part I Introduction
- Part II Labor Law Is Out of Date
- Part III The “Fissured” Workplace
- Part IV Barriers to Forming a Collective Bargaining Relationship
- 17 Tactical Mismatch in Union Organizing Drives
- 18 The Power of Place
- 19 Assembly and Collective Rights
- 20 Leveraging Secondary Activity Within and Outside Legal Boundaries
- 21 Captive Audience Meetings
- Part V Barriers to Bargaining a Good Contract
- Part VI Unions, Civil Society, and Culture
21 - Captive Audience Meetings
The Right Not to Attend
from Part IV - Barriers to Forming a Collective Bargaining Relationship
Published online by Cambridge University Press: 01 November 2019
- Advance Praise for The Cambridge Handbook of U.S. Labor Law for the Twenty-First Century
- The Cambridge Handbook of U.S. Labor Law for the Twenty-First Century
- The Cambridge Handbook of U.S. Labor Law for the Twenty-First Century
- Copyright page
- Contents
- Contributors
- Preface
- Acknowledgments
- Part I Introduction
- Part II Labor Law Is Out of Date
- Part III The “Fissured” Workplace
- Part IV Barriers to Forming a Collective Bargaining Relationship
- 17 Tactical Mismatch in Union Organizing Drives
- 18 The Power of Place
- 19 Assembly and Collective Rights
- 20 Leveraging Secondary Activity Within and Outside Legal Boundaries
- 21 Captive Audience Meetings
- Part V Barriers to Bargaining a Good Contract
- Part VI Unions, Civil Society, and Culture
Summary
For nearly seventy years, the National Labor Relations Board and various courts have interpreted the National Labor Relations Act as permitting employers to give captive audience meetings during labor organizational campaigns in the private-sector. Employees, in the midst of deciding whether to join a union, must attend such meetings where “labor relations consultants” usually recite management’s views about the evils of unionism. These meetings occur during working hours, when management is best situated to shackle employees and force them to attend through the exertion of economic authority, and to play on fears of job loss if employees vote in favor of unionization. During these meetings, employees are often not permitted to question the employer representative and employers are not obligated to provide the union access to the workplace to present opposing views. While in a formal sense employees are free to leave these meetings, they do so at the peril of losing their jobs.
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- Publisher: Cambridge University PressPrint publication year: 2019
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