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The Opportunities Industrialization Center (OIC) is the nation's major community-based organization providing manpower development services to the disadvantaged. Chapter 1 of this report introduces the topic and outlines the major issues to be considered. Chapter 2 describes the nature of the urban job crisis and the social and economic conditions to which OIC was a response. Chapter 3 discusses the administrative structure and program organization of OIC. Chapter 4 traces the development and growth of private sector support for OIC. Chapters 5 and 6 track the development of OIC's partnership with government in the delivery of manpower services to the disadvantaged. Chapter 7 presents a summary and conclusion and draws implications from the past decade of OIC experience for the future of the organization. (Author/IRT)

This book is the 12th in a series of monographs that examine various issues and controversial areas involving collective bargaining and the regulation of labor-management disputes. This volume deals with National Labor Relations Board (NLRB) policy. In particular, it describes and analyzes various NLRB-ordered remedies and discusses many of the criticisms that have been directed at the board's remedial policies and the analytical methods under which those policies have been developed. The book is organized into eight parts. In addition to an introduction and conclusion, these sections focus in turn on the proper scope of board orders, monetary remedies, reinstatement remedies, remedies involving illegal domination or assistance to labor organizations by employers, remedies involving establishment and breach of the good faith bargaining obligation, and sanctions against persistent, flagrant, or frivolous violators. A lengthy alphabetical index of all cases cited throughout the book is also included. (JG)

This monograph examines the development of the substantive and procedural law regulating union discipline of members. Chapter 1 presents a brief introduction and describes the organization of the rest of the booklet. Chapter 2 discusses the state courts' intervention into union disciplinary proceedings and then examines the substantive rules that such courts have developed. Chapter 3 traces the development, rationale, and present status of the federal substantive law. Chapter 4 analyzes the federal procedural law and its limits. Chapter 5 explores the current role of the state courts in light of federal regulation, and chapter 6 presents the author's conclusions and recommendations. (Author)

This book brings together materials, cases, and opinions regarding the Age Discrimination in Employment Act of 1967, the Rehabilitation Act of 1973, and the Vietnam Era Veterans' Readjustment Assistance Act of 1974; analyzes these materials; and examines their impact on employer personnel policies. These laws represent, in a sense, a relatively underdeveloped but potentially highly significant aspect of a continuing and expanding public policy of creating an ever-increasing number of protected groups that already comprise a majority of the labor force. A section of the book is devoted to each of the three acts. The final section is concerned with questions of public policy that have been found to exist in the administration of the laws and that are probably inherent in complex legislation designed to regulate industrial relations and personnel administration. Summaries of laws, excerpts from legislation, and other supplementary information are contained in appendixes. (Author/IRT)

As used here, compulsory union or union security agreements are federally sanctioned contracts between a labor union and employer whereby the employer agrees to require his employees, as a condition of their employment, to affiliate with the union in some way. Right-to-work is usually construed to mean the liberty of the individual to have a job free from the requirement that he become a member of or be affiliated with a labor organization. The legal equilibrium that presently exists between these two positions is statutory in origin. The primary regulation comes from the Labor Management Relations Act--the Taft-Hartley Act. The Taft-Hartley Act allows the state to pass right-to-work laws except in areas that would conflict with it or with the Railway Labor Act. The controversy between union security and right-to-work laws raises significant concerns including the fundamental issue of the circumstances, if any, under which individual rights and interests can be subordinated to that of the group; constitutional law issues; questions about the proper relationship between Federal and State legislative power; and, when public employees are considered, the concept of democratic government. (Author/IRT)