How much leeway should an employer have

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Reference no: EM131239110

Read the three articles (two attached one link) noted below about an actual union-organizing effort involving Starbucks in New York City:

https://consumerist.com/2012/05/10/court-sides-with-starbucks-in-dispute-over-labor-union-pins/

After reading all the articles and considering additional research, address the following questions (feel free to use supplemental authoritative resources in your response):

  • Do you think the administrative law judge and the National Labor Relations Board (NLRB) went too far in overruling Starbucks? Why or why not?
  • How much leeway should an employer have in setting standards for conduct, customer interaction, and attire in the workplace?
  • Does the NLRB decision unfairly limit Starbucks in the management of the stores? Why or why not?
  • What is your view of the court's decision?

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This is a case of Starbucks versus national labour relation board. thequestion of overruling the star bucks is found in this case by thenational labor relation board. the leeway that can be offered to theemployer for setting the standards for conduct and customerinteraction are also explained. the NLRB regulation unfairly limitsStarbucks to carry out its management practices in the stores. thecompany has won this case against NLRB. The view is offered thatsuggests that NLRB has not considered the issues of Starbucks and onlyallowed union pro buttons on the dress code of Starbucks. thereforethe views support the star bucks position to allow only one pro unionbutton on the dress of employees.

Reference no: EM131239110

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