NLRB - Community of Interest - What is my strategy?

Labor Practices
Student’s name
Institution
Labor Practices
Community of Interest
Workers with common interests and working on closely related domains can be collectively represented in a union based on their common attributes to form a bargaining unit. A bargaining unit should be as appropriate as possible to make the work of the employer and the union as smooth as it could be and there are frameworks to determine the appropriateness of a bargaining unit. The community of interest test is the most common test for bargaining unit determination. Community of interest with regards to labor practices refers to a common class of people who have shared grievances and can be allowed to act together as a unit as per the National Labor Relations Act [NLRA] (Carre & Tilly, 2019). The community of interests test works in favor of both the workers union and the employer, only that the defining terms of the bargaining unit varies.
From the company's perspective, that is Mercedez Benz Stadium in the scenario provided, aspects such as the skill set required for a job, the working hours and patterns, and duties and responsibilities would be the key variables. Common supervision and the possibility of substituting employees with other sets of employees are the other important criteria to the employer while determining the appropriate bargaining unit. Going as per the criteria, Mercedez Benz Stadium would place the food prep workers, food servers, cashiers, and ticket sale workers as one community of interest based on the similarity of their duties and their working pattern. The security works have distinct roles from the employer's perspective and should be considered in a different community. The union, on the other hand, would prefer to form the bargaining unit based on the employees' regular contact with the employer and the distinct roles that cannot render them interchangeable. By using these criteria, the union would be able to represent the entire team of employees as a single bargaining unit.
ULP Response – Charge Against Windsor Hotel
Introduction
The need to protect the welfare of the workers and businesses and to allow viability of the US economy in which the private sector plays a big role triggered the US Congress to enact the National Labor Relations Act (NLRA) in the year 1935. The NLRA serves to ensure mutual coexistence between the employers and employees by outlining the different responsibilities and rights of each party, allowing for collective bargaining, and discouraging both parties from engaging in what might account for Unfair Labor Practice [ULP] (NLRB, n.d.-b). In section 8 of the Act, NLRA outlines some of the employers’ conducts that are considered to be acts of unfair labor practices, and subsection 4 notes that “to discharge or otherwise discriminate against an employee because he has file charges or given a testimony” amounts to ULP (NLRB, n.d.-b). Section 7 of the NLRA outlinse the rights of an employee, and among them is the right “to bargain collectively through the representative of their own choosing.” (NLRB, n.d.-b). The National Labor Relations Board (NLRB), created by Congress in 1935, is an independent federal agency whose mandate is to enfo...