| Federal Employees Covered Under the Labor-Management Relations Statute |
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| In 1962, federal employees were first granted the right to participate in collective bargaining through labor unions of their choice. That right was expanded and solidified in Title VII of the Civil Service Reform Act of 1978, known as the Federal Service Labor-Management Relations Statute. More... |
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| Affirmative Action - Disparate Treatment |
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| Title VII of the Civil Rights Act of 1964 prohibits discrimination in employment on the basis of race, color, sex, creed, religion, or national origin. Under a disparate treatment theory, which the Supreme Court has described as the most easily understood type of discrimination, an employer simply treats some people less favorably than others because of their race, color, religion, sex, or national origin. Proof of discriminatory motive is critical. Thus, preferential or differential treatment of individuals because of their race runs afoul of the statutory prohibition. More... |
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| Filing an Unfair Labor Practices Charge with the Federal Labor Relations Authority |
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| the Federal Labor Relations Authority) More... |
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| The Federal Labor Relations Authority |
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| Although many federal employees were granted the right to organize and join labor unions in 1962, they did not receive their current slate of collective bargaining rights until the passage of Title VII of the Civil Service Reform Act of 1978. Title VII, also called the Federal Service Labor-Management Relations Statute, provides the framework for the labor rights of nearly two million federal employees. It also prohibits unfair labor practices by federal employers and unions. More... |
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| What are Right-to-Work Laws? |
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| Under most right-to-work statutes, "open shops" are required. Under an open shop structure, employees are free to choose whether or not they wish to join a union. Non-union members may not be required to pay fees to the union. More... |
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