SPFPA LEGAL the Law Firm of Gregory , Moore , Jeakle , Heinen & Brooks , P.C.
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SPFPA prides itself on representing its members and a major part of our representation stems on our legal department. The law firm of Gregory , Moore , Jeakle , Heinen & Brooks , P.C. headed by our general counsel Gordon Gregory is responsible for for protecting our union and our members rights. This includes: preparing and defending SPFPA members who's cases are scheduled to be heard before an arbitrator. Defending SPFPA members rights at both the local and national levels of the NLRB. Interpretation of law and what it means to our industry and members.
Gordon Gregory has over 40 years experience in representing union members rights. Notably he represented the UAW back in 1955 and presently represents the Detroit Police Department in Michigan as well as fire fighter unions.
In 1981 Gordon Gregory was responsible for defending the rights of SPFPA members in a landmark decision before the U.S. Supreme Court against Burns establishing a successor employer's duty to bargain.
Most recently the law firm of Gregory , Moore , Jeakle , Heinen & Brooks , P.C. were successful in defending the rights of private screeners to unionize in a decision handed down by the National Labor Relations Board in Washington D.C. against Firstline Transportation.
Both our general counsel and his law firm has received many awards for service in protecting union members rights all across the nation.
They are listed as Michigan's top union-side law firms as well as being recognized as one of the "Best Lawyers in America" in the field of labor and employment.
labor law: an overview
The goal of labor laws is to equalize the bargaining power between employers and employees. The laws primarily deal with the relationship between employers and unions. Labor laws grant employees the right to unionize and allows employers and employees to engage in certain activities (e.g. strikes, picketing, seeking injunctions,lockouts) so as to have their demands fulfilled.
The area of labor law is governed by both federal law, state law and judicial decisions. It is also governed by regulations and decisions of administrative agencies. States are preempted from interfering with federal statutory law or with the guidelines promulgated by agencies established under federal law or by the U.S. Constitution. See U.S. Constitution , Art. VI
.
In 1935, the National Labor Relations Act (NLRA) was enacted by Congress, under its power to regulate interstate commerce, to govern the employer/employee bargaining and union relationship on a national level. The NLRA was amended by the Labor Management Relations (Taft-Hartley) Act in 1947 and the Labor Management Reporting and Disclosure (Landrum-Griffen) Act in 1959. Most employers and employees involved in businesses that affect interstate commerce are regulated by the act. The NLRA established the National Labor Relations Board (NLRB) to hear disputes between employers and employees arising under the act and to determine which labor organization will represent a unit of employees. The act also establishes a General Council to independently investigate and prosecute cases against violators of the act before the NLRB. The rights of employees to join labor organizations and collectively bargain is also ensured. The NLRA prohibits employers and unions from engaging in specified "unfair labor practices" and establishes an obligation of both parties to engage in good faith collective bargaining. The act also establishes guidelines and regulations to determine what union will represent a given set of employees. The right to strike is guaranteed by the NLRA. If there is a conflict between the NLRA and the Bankruptcy Code, the NLRA generally prevails.
Employers and employees not subject to the NLRA may have their relationships governed by other federal or state statutes. The Railway Labor Act governs labor relations in the railway and airline industries. The employees and agencies in the federal public sector are subject to the Federal Service Labor-Management Relations Act (FSLMRA), which is administered by the Federal Labor Relations Authority.
The Norris-LaGuardia Act was passed in 1932. Its main effect was to limit the power of federal courts to issue injunctions prohibiting unions from engaging in strikes and other coercive activities.
States extensively regulate the employer/employee bargaining relationship. They may regulate employers and employees not covered by the NLRA.
Menu of sources
Federal Material
Federal Statutes
* 29 U.S.C. - Labor
Labor Management Relations
(Taft-Hartley) Act-
Norris-LaGuardia Act -
Federal Service Labor-Management
Relations Act (FSLMRA) -
Federal Regulations
Federal Judicial Decisions
U.S. Supreme Court:
U.S. Constitution
CRS Annotated Constitution:
State Material
State Statutes
State Judicial Decisions
N.Y. Court of Appeals:
International Material
Conventions and Treaties
Federal Agencies:
The McNamara-O'Hara Service Contract Act (SCA) applies to every contract entered into by the United States or the District of Columbia, the principal purpose of which is to furnish services to the United States through the use of service employees.
WAGE DETERMINATION ON LINE Find out the prevailing wages for your area
The SPFPA Prides itself on the fact that we have one of the most prominent labor law firms in the country representing SPFPA members at arbitration hearings.
The Cost of this Legal Service is Paid Entirely by the SPFPA International!
A Benefit only SPFPA Members Enjoy!
It Pays to Be a Member of the SPFPA!
Union officers or employees (except employees performing exclusively clerical or custodial services) must file a Labor Organization Officer and Employee Report, Form LM-30, if they or their spouses or minor children have certain interests or dealings. The reporting requirements are designed to disclose possible conflicts between personal interests and the officer's or employee's duty to the union and its members. As a result, a union officer or employee is required to report matters that involve his or her personal finances or those of a spouse or minor child. For example, a union officer must file a report if he or she receives income from a business that sold goods or services to, or otherwise had dealings with, an employer whose employees the union represents. An additional example requiring a report would be the employment of an officer's spouse by a company that does business with the union.
SECURITY GUARD - SECURITY GUARD - SECURITY GUARD
