Labour Relations Act Of 2007 In Chicago - USLF Multistate Employment Law Handbook - Guide
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You may submit your complaint online or visit a Department of Labor office to submit a complaint in person. To access the system, claimants will first need to create an Illinois Public ID account.
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It is the purpose of this Act to regulate labor relations between public employers and employees, including the designation of employee representatives, negotiation of wages, hours and other conditions of employment, and resolution of disputes arising under collective bargaining agreements.
The Act makes it unlawful for an employer to fire, refuse to rehire, or discriminate in any other manner against an employee because he or she has supported a union, has participated in union activities, or has exercised any of the other rights protected by the Act.
It establishes a framework that promotes fair treatment, protects workers' rights, and encourages collective bargaining. It also provides a mechanism for resolving disputes, which helps maintain harmonious industrial relations.
It establishes a framework that promotes fair treatment, protects workers' rights, and encourages collective bargaining. It also provides a mechanism for resolving disputes, which helps maintain harmonious industrial relations.
Labor relations is a sub-function of the human resources umbrella that is focused on preventing and resolving employee-related problems, usually with regard to employees covered by a collective bargaining agreement or union contract.
Section 10 of the Illinois Public Labor Relations Act (Act) defines the protected rights of public employers, labor organizations and public employees. Section 10 of the Act also defines unfair labor practices under the Act.
In 1935, Congress passed the National Labor Relations Act (“NLRA”), making clear that it is the policy of the United States to encourage collective bargaining by protecting workers' full freedom of association.
The Act makes it unlawful for an employer to fire, refuse to rehire, or discriminate in any other manner against an employee because he or she has supported a union, has participated in union activities, or has exercised any of the other rights protected by the Act.