Creation of a Non-Solicitation Policy Literature & Language Essay

Creation of a Non-Solicitation Policy
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Creation of a Non-Solicitation Policy
Bosses in non-unionized firms are sometimes shocked when they hear that they are subject to labor laws. Employers who are ignorant of their obligation to comply with labor laws even though having employed unionized workers are in great danger of violating these policies. Human resource managers must consider the basic concepts of state labor relations law in the non-unionized workplace. In the past, workers have united together to pursue shared workplace priorities in benefits, salaries, and working conditions (Borree, 200). These mutual interests were supported by employees' concerted efforts to bring their concerns to their employers' notice.
Initially, the labor relations rules were confined to rail employees because the railway industry is specifically protected by Parliament, in compliance with the constitution, regarded as the Commerce Clause. Congress extended with time the law in other sectors with the authorization of the State Courts. Presently, federal courts broadly view what Congress is empowered to control as guided by the Commerce Clause (Bivens et al., 2017). When a company involves breaking state laws or interacting through national lines, federal labor regulations probably apply. Besides, if a worker conducts a transaction with another federal branch or a foreign nation, federal labor laws have a fair chance of applying.
Under these laws, workers' constitutional right to join a worker's union and the acts needed to do so – contact and collaboration between employees – are safeguarded practices under the legislation. Employers are also at risk of breaching the law by attempting to ban contact or collaboration between workers on the terms of employment. Violation of labor law may take several forms. Employers should understand these policies and the relevant situations that may cause their implementation to protect workers from retaliation and discrimination by their employers (Western & Rosenfield, 2011). This essay discusses the non-Solicitation Policies and how companies use them to remain union-free while looking at how labor unions use the same policies against union-free companies to achieve unionization.
Many companies have a published 'no-solicitation' policy to limit the requisition and distribution of literature by staff and non-staff on behalf of another agency. Employers without such a policy are at risk of not avoiding solicitation or dissemination that interferes with employees' work. These concerns are also addressed when an association launches an organizational drive or in labor disputes with employees. An employer also knows about federal employment law first when they learn of their employees' unionization behavior. Organizations are typically caught off balance by a unionization effort and must struggle to overcome this effort. The employer's chances for success are reduced when they make mistakes that break the law because of a lack of awareness of this subject (Berman & McCabe, 2006). The secret to preventing issues in this field is the proper management of human resources by applying lawful and appropriate po...