Laws and rules set forth by various government agencies play a key role in unions influence and bargaining power. These laws and regulations also set limits on how unions and interact. The National Labor Relations Act, and many government rulings that followed it, govern the actions that both unions and employers may take in dealing with employees and with each other. management.

Please read the case below and then answer the following questions:

First thing Monday morning, Jane Smith, Human Resources Specialist at Willer Manufacturing, received an e-mail from floor supervisor Dave. Dave reported that, an employee had told him that a union organizer had called him at home the previous night. The organizer told the employee that the United Employees Union is starting a campaign to organize Willer Manufacturing's employees. The organizer appealed for the employee's support.

Jane knew that the CEO was opposed to union representation for Willer Manufacturing's employees and that she would be expected to devise and implement a plan to deal with this situation. She knew that wages at Willer Manufacturing were slightly below local competing companies; she thought that perhaps a wage increase would help reduce support for the union. However, Jane didn't know what employees she should target with her efforts. Would production employees, maintenance engineers, electricians, and supervisors become part of the union's organization effort? She had never experienced a union organizing drive, and she wondered what the union would do to try to organize workers in the plant.

QUESTIONS:

1. What is the specific section of the National Labor Relations Act and the definition that that the NLRB uses to determine whether an individual is a supervisor?

2. Which portions of the definition has the NLRB struggled to interpret? Why is interpretation so important and difficult?

PLEASE ANSWER WITH AN ORIGINAL RESPONSE (I have now asked this question 3 times and no one will actually answer the questions) Thank you!!!! :)