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PUBLISHED UNITED STATES COURT OF APPEALS FOR THE FOURTH CIRCUIT NATIONAL TREASURY EMPLOYEES UNION, Petitioner, v. FEDERAL LABOR RELATIONS AUTHORITY, Respondent. No. 10-1857 On Petition for Review

Neil H. Beyer argued the cause for respondents. With him on the brief were John J. Murphy, Jr., Attorney General, Michael D. Takeoff, Deputy Attorney General, and Mark F. Rosenbaum, Assistant Attorney General. David T. Shapiro argued the cause for petitioner. With him on the brief was Timothy S. Loughlin. [6] It was not until the mid-1970's that Congress changed course and began to take the problem of union power seriously. As the Court of Appeals for the Fourth Circuit noted, Congress has recognized “the danger inherent in the power of unions to bargain over important economic issues by imposing a union membership fee.” 977 F.2d 916, 920 (4th Cir.1992). More recently, both Congress and the Court of Appeals have recognized the danger inherent in a union's “power” to enforce the limits it imposes on the powers of employers. See, e.g., NLRB v. General Motors Corp., 447 U.S. 622, 655-60, 100 S. Ct. 3254, 65 L. Ed.2d 621 (1980) (striking down ban on union-employee bargaining because “[t]he union has a constitutionally granted power to compel employees to work”); National Milk Producers Federation v. Am. Milk Producers Ass. Of Fla., 438 U.S. 248, 267, 98 S. Ct. 2372, 57 L. Ed.2d 907 (1978) (striking down ban on union-employee bargaining that prohibited bargaining over wages, hours, and working conditions based on union contract); NLRB v. Local 600 of the Laborers' Union of America, 467 U.S. 782, 820-21, 104 S. Ct. 2941, 82 L. Ed.2d 866 (1984) (striking down ban on bargaining “that permits employers to limit the hours of unionized employees' work time and negotiate only 'the amount of labor so that it remains reasonably available'” or “that gives the employer an opportunity to define the 'standard of living' of union members and thereby effectively prevent them from earning above a certain amount each week”). Even more recent cases demonstrate the dangers inherent in the unions' “power” to regulate nonunion employees who do not enjoy the right to join the union. See, e.g., NLRB v. Regional Transportation Authority, 546 U.S.

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What is nteu v flra?

The case of NTEU v FLRA refers to a legal dispute between the National Treasury Employees Union (NTEU) and the Federal Labor Relations Authority (FLRA).

Who is required to file nteu v flra?

The NTEU is the party filing the case against the FLRA in the NTEU v FLRA lawsuit.

How to fill out nteu v flra?

To fill out the case of NTEU v FLRA, legal documents need to be prepared and filed by the NTEU in accordance with the rules and procedures set by the court.

What is the purpose of nteu v flra?

The purpose of the NTEU v FLRA case is to resolve a legal dispute or controversy between the NTEU and the FLRA, typically related to labor relations or employment matters.

What information must be reported on nteu v flra?

The specific information that must be reported on the NTEU v FLRA case would depend on the nature of the dispute or issue being raised. Typically, it would include details of the parties involved, the legal claims or arguments being made, and supporting evidence or documentation.

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The deadline to file the NTEU v FLRA case in 2023 would depend on the specific court or jurisdiction handling the case. It is important to consult the relevant court rules or legal counsel for the accurate deadline.

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The penalty for the late filing of the NTEU v FLRA case would be determined by the court or legal system handling the case. It could include consequences such as dismissal of the case, loss of legal rights or remedies, or additional court fees or penalties.

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