Examples of picket line in the following topics:
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- A strike may consist of workers refusing to attend work or picketing outside the workplace to prevent or dissuade people from working in their place or conducting business with their employer.
- The act of working during a strike – whether by strikebreakers, management personnel, non-unionized employees or members of other unions not on strike – is known as "crossing the picket line," regardless of whether it involves actually physically crossing a line of picketing strikers.
- Crossing a picket line can result in passive and/or active retaliation against that working person.
- Companies that hire strikebreakers typically play upon these fears when they attempt to convince union members to abandon the strike and cross the union's picket line.
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- Companies that hire strikebreakers typically play upon these fears when they attempt to convince union members to abandon the strike and cross the union's picket line.
- Unions faced with a strikebreaking situation may try to inhibit the use of strikebreakers by a variety of methods, establishing picket lines where the strikebreakers enter the workplace; discouraging strike breakers from taking, or from keeping strikebreaking jobs; raising the cost of hiring strikebreakers for the company; or employing public relations tactics.
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- In addition, employers campaigned over the years to outlaw a number of union practices such as closed shops; secondary boycotts; jurisdictional strikes; mass picketing; strikes in violation of contractual no-strike clauses; pension, health, and welfare plans sponsored by unions; and multi-employer bargaining.
- The Taft–Hartley Act prohibited jurisdictional strikes, wildcat strikes, solidarity or political strikes, secondary boycotts, secondary and mass picketing, closed shops, and monetary donations by unions to federal political campaigns.
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- The Taft–Hartley Act prohibited jurisdictional strikes, wildcat strikes, solidarity or political strikes, secondary boycotts, secondary and mass picketing, closed shops, and monetary donations by unions to federal political campaigns.
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- The Taft–Hartley Act prohibited jurisdictional strikes, wildcat strikes, solidarity or political strikes, secondary boycotts, secondary and mass picketing, closed shops, and monetary donations by unions to federal political campaigns.
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- Congress also amended the National Labor Relations Act, as part of the same piece of legislation that created the LMRDA, by tightening the Taft-Hartley Act's prohibitions against secondary boycotts, prohibiting certain types of "hot cargo" agreements, under which an employer agreed to cease doing business with other employers, and empowering the General Counsel of the National Labor Relations Board to seek an injunction against a union that engages in recognitional picketing of an employer for more than thirty days without filing a petition for representation with the NLRB.
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- It was found that an employer, a commercial laundry company, violated the Act by: (1) warning the union's shop steward not to provide information about bargaining to employees; (2) warning employees not to provide information to the union; (3) warning employees not to speak about the union during the workday, including break and lunch times; (4) threatening to discharge employees if they participated in union or other protected activities; (5) threatening employees that the shop would be closed and they would be discharged if the employer had to accept the union's contract proposals; (6) threatening to discharge employees if they went on strike; (7) promising employees a wage increase and new benefits if the union no longer represented them; (8) polling employees as to whether they supported the union; (9) interrogating employees about their union membership, activities, and sympathies; (10) deducting union dues from employees' paychecks, but failing to remit those funds to the union; (11) issuing written warnings to, and then discharging, an employee for supporting the union; (12) failing to bargain in good faith with the union; (13) conditioning bargaining upon the commitment of the union to refrain from handbilling the employer's customers or engaging in any strike or picketing activity; (14) unilaterally stopping payments to various union funds; (15) unilaterally granting employees a wage increase; (16) refusing to bargain with the union because the union's shop steward was present; and (17) unilaterally implementing new rules regarding the union's access to unit employees at the facility.
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- The line and staff structure combines the line organization with support from staff departments .
- The distinguishing characteristic between simple line organizations and line and staff organizations is the multiple layers of management within the latter.
- While the staff departments may not directly contribute to the production of the firm like the line positions do, their services indirectly support the line positions.
- Organizations begin as line-only, with line managers having direct control over all activities, including administrative ones.
- Explain the dynamics between the line managers and staff positions of a typical line and staff structure
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- "How wonderful it would be to ask some of my friends to picket his class with nasty placards," I thought to myself.
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- Line depth refers to the number of subcategories a category has.
- Line consistency refers to how closely related the products that make up the line are.
- Line vulnerability refers to the percentage of sales or profits that are derived from only a few products in the line.
- The first is a full-line strategy while the second is called a limited line strategy.
- Line-filling strategies occur when a void in the existing product line has not been filled or a new void has developed due to the activities of competitors or the request of consumers.