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阅读理解(每题 3 分,共 30 分) -- 第一套
(一)
Bargaining in good faith is the cornerstone of effective
labor management relations. It means that both parties
communicate and negotiate. It meansthat proposals are matched
with counterproposals and that both parties make every
reasonable effort to arrive at an agreement. It does not mean
that either party is compelled to agree to a proposal. Nor does
it require that either party make any specific concessions.
Whenis bargaining not in good faith? As interpreted by the
NLRB and the courts, a violation of the requirement for good
faith bargaining may include the following:
1. Surface bargaining. This involves merely going
through the motions of bargaining without any real
intention of completing a formal agreement.
2. Concession. Although no one is required to make a
concession, the court ’s and NLRB’s definitions of good
faith suggest that a willingness to compromise is an
essential ingredient in good faith bargaining.
3. Proposals and demands. The NLRB considers the
advancement of proposals as a positive factor in
determining overall good faith.
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4. Dilatory tactics. The law requires that the parties
meet and “confer at reasonable times and intervals ”.
Obviously, refusal to meet at all with the union does not
satisfy the positive duty imposed on the employer.
5. Imposing conditions. Attempts to impose conditions
that are so onerous or unreasonable as to indicate bad faith
will be scrutinized by the board.
6. Unilateral changes in conditions. This is viewed as
a strong
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