Management Relations Act

The rights of chemists, employers, and professional societies are discussed in relation to layoffs and other grievances where the Labor Management Relations Act, the Fair Labor Standards Act, the Age Discrimination in Employment Act, the Civil Rights Act of 1954, and the Occupational Safety and Health Act of 1970 apply. Instances of political discrimination, blacklisting, employee entrapment and dismissal, and no-switching agreements are also included in the discussion. 

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, businesses, and the U.S. economy. 

No grant may be made under the provisions of this section to any labor management committee which the Service finds to have as one of its purposes the discouragement of the exercise of rights contained in section 7 of the National Labor Relations Act (29 U.S.C. 157) [section 157 of this title], or the interference with collective bargaining in any plant, or industry. 

Employment-related violence in not associated with any specific type of workplace or occupation. The assailant may be a current or former employee, supervisor, or manager. Often, acts of violence occur after a series of unheeded warning signs. A troubled employee may make overt threats, exhibit major personality changes, or show signs of severe depression. 

The remaining Sections e.xainine tluce important topics as tliey relate to the subject title of tliis book. Section 2.7 reviews the details of the U.S. Environmental Protection Agency s (USEPA s) Risk Management Program while Section 2.8 provides information on the Occupational Health and Safety Administration (OSHA). The chapter continues with a short Section (2.9) on potential environmental violations and then concludes with a Section (2.10) on tlic Pollution Prevention Act of 1990. 

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