labor law

pink slip

1) Slang for notice from an employer that one is being fired or laid off. 2) Slang for the official title certificate to a vehicle, because in some states the document is or was pink. This is the source of the phrase "racing for pinks," when the winner of a car race wins ownership of the loser's car.

picketing

Protesting, typically by standing outside of a business or workplace to publicize a dispute or incident occuring there. Sometimes, picketers want to persuade others not to enter the place they are picketing (as might be the case with workers on strike or antiabortion protesters outside of an abortion clinic). Picketing may also happen online, as when IBM's campus on the Second Life website was picketed by avatars of IBM employees.

PERM

PERM is the Program Electronic Review Management system developed by the U.S. Department of Labor to replace the previous labor certification program. Labor certification is required of U.S. employers seeking to employ foreign citizens on a permanent basis. The new program was proposed with the goal of creating a more streamlined system to verify that there are no U.S. workers able, willing and qualified to fill a permanent position that is being offered to a foreign national.

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20 CFR Parts 655 and 656

National Labor Relations Board (NLRB)

An independent agency created by Congress in 1935 to administer the National Labor Relations Act. The NLRB's purposes are to remedy unfair labor practices by unions or employers, and to hold elections to determine whether a particular group of employees wants to be represented by a particular union. NLRB refers both to the agency as a whole and to five members who sit as a court and issue decisions in labor disputes. These decisions can be appealed to the U.S. Court of Appeals.

Medical Certification

A document an employer may require an employee to provide when taking leave under the Family and Medical Leave Act (FMLA). The medical certification form must be completed by a health care provider and must include facts sufficient to demonstrate that the employee (or the employee's family member, if the employee is taking time off to care for him or her) has a serious health condition as defined by the FMLA.

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