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Employees' Location as a Factor for Determining Community of Interest
Publication year - 2021
Publication title -
management report for nonunion organizations
Language(s) - English
Resource type - Journals
eISSN - 1530-8286
pISSN - 0745-4880
DOI - 10.1002/mare.30756
Subject(s) - unit (ring theory) , voting , representation (politics) , collective bargaining , work (physics) , inclusion (mineral) , business , special interest group , actuarial science , labour economics , political science , demographic economics , public relations , law , economics , psychology , social psychology , engineering , mathematics education , politics , mechanical engineering
Once a representation petition is filed, an employer should look at the petitioned‐for unit (generally defined in a manner most advantageous to the union's interest in seeing an election win) to see if it is consistent with existing law governing the appropriateness of voting units based on whether the employees in that unit have a community of interest that distinguishes them from other groups of workers. Factors for determining whether there is a community of interest among the unit workers include whether they have similar wages, benefits, hours of work and supervision. Also, as recently addressed in AT&T Mobility Services, LLC , 371 NLRB No. 14 (2021), the appropriateness of a bargaining unit can be challenged based on the inclusion or exclusion of multiple locations.