Final answer:
In a nonunion employer, grievances fall under federal regulations of the NLRA when deemed protected concerted activities, involving group action or representation to improve employment conditions.Option B is the correct answer.
Step-by-step explanation:
In a nonunion employer, grievances may be subject to federal regulations under the National Labor Relations Act (NLRA) when the grievance is deemed to be a protected concerted activity. This occurs when two or more employees act together to improve the terms and conditions of their employment, or when a single employee approaches management on behalf of other employees over issues concerning group workplace conditions.
The NLRA protects these activities to ensure that employees have the right to organize and to collectively bargain with their employers, as established by the Wagner Act of 1935. The law also set up the National Labor Relations Board (NLRB) to arbitrate disputes and ensure employers recognize the legitimacy of unions if the majority of their workers are members.
In nonunionized workplaces, grievances can fall under federal regulations governed by the National Labor Relations Act (NLRA) when categorized as protected concerted activities. Such activities involve two or more employees collaborating to enhance their employment terms or an individual advocating for colleagues on collective workplace concerns. Enacted through the Wagner Act of 1935, the NLRA safeguards employees' rights to organize and engage in collective bargaining. The National Labor Relations Board (NLRB) plays a crucial role, overseeing dispute resolution and ensuring employers acknowledge the legitimacy of unions if a majority of their workforce opts for union membership. This legal framework promotes fair labor practices even in nonunion settings.