§377-1 Definitions. When used in this chapter: “All union agreement” means an agreement between an employer and the representative of the employer’s employees in a collective bargaining unit whereby all of the employees in such unit are required to be members of a single labor organization. “Board” means the Hawaii labor relations board, provided for […]
§377-10 Financial reports to employees. Every person acting as the representative of employees for collective bargaining shall keep an adequate record of the person’s financial transactions and shall present annually, to such employees as may be members of the association with which the representative is connected, within sixty days after the end of the person’s […]
§377-11 Rules. The board may adopt rules relative to the exercise of its powers and authority and to govern the proceedings before it in accordance with chapter 91. [L 1945, c 250, §11; RL 1955, §90-12; am L 1965, c 96, §67 superseded by c 244, §6; HRS §377-11; am L 1985, c 251, §20]
§377-12 Strike notice. Where the exercise of the right to strike by employees of any employer engaged in the State in the production, harvesting, or initial processing of any farm, agricultural, or dairy product produced in the State would tend to cause the destruction or serious deterioration of the product, such employees shall give to […]
§377-13 Public records and proceedings. The complaints, orders, and testimony relating to a proceeding instituted by the board under section 377-9 shall be public records and be available for inspection or copying. All proceedings pursuant to section 377-9 shall be open to the public. [L 1945, c 250, §13; RL 1955, §90-14; HRS §377-13; am […]
§377-14 List of labor organizations. The board shall maintain a list of labor organizations. To be recognized as such and to be included in the list, an organization shall file with the board a statement of its name, the name and address of its secretary or other officer to whom notices may be sent, the […]
§377-15 Penalty. Any person who wilfully assaults, resists, prevents, impedes, or interferes with the conciliator or any member of the board or any of the agents or agencies of either in the performance of duties pursuant to this chapter shall be fined not more than $500 or imprisoned not more than one year, or both. […]
§377-16 Construction. Except as specifically provided in this chapter, nothing herein shall be construed so as to interfere with or impede or diminish in any way the right to strike or the right of individuals to work, nor shall anything in this chapter be so construed as to invade unlawfully the right to freedom of […]
§377-17 Conflicting provisions. Wherever the application of the provisions of other laws conflicts with the application of the provisions of this chapter, this chapter shall prevail, provided that in any situation where the provisions of this chapter cannot be validly enforced the provisions of such other laws shall apply. [L 1945, c 250, §18; RL […]
§377-18 Cooperation with National Labor Relations Board. The conciliator and the board shall cooperate with the National Labor Relations Board and its agents and representatives. [L 1945, c 250, §20; RL 1955, §90-19; HRS §377-18; am L 1985, c 251, §25]
§377-2 Administration by Hawaii labor relations board. The Hawaii labor relations board provided for in chapter 89 shall administer the Hawaii employment relations act. The board shall have a seal for the authentication of its orders and proceedings, upon which shall be inscribed the words “Hawaii Labor Relations Board–Seal”. [L 1945, c 250, §4; am […]
§377-3 Conciliator. In the event the board receives information that a labor dispute exists and determines that the dispute is within its jurisdiction and that the possibility of settlement and termination of the dispute may be increased by conciliation, the board shall so notify the governor. Upon receipt of the notice, the governor shall appoint, […]
§377-4 Rights of employees. Employees shall have the right of self-organization and the right to form, join, or assist labor organizations, to bargain collectively through representatives of their own choosing, and to engage in lawful, concerted activities for the purpose of collective bargaining or other mutual aid or protection, and such employees shall also have […]
§377-4.5 Religious exemption from labor organization membership. Notwithstanding any other provision of law to the contrary, any employee who is a member of and adheres to established and traditional tenets or teachings of a bona fide religion, body, or sect which has historically held conscientious objections to joining or financially supporting labor organizations shall not […]
§377-4.6 Streamlining union certification. (a) When an employee, group of employees, or any individual or labor organization acting on their behalf, files a petition alleging that a majority of employees in a unit appropriate for the purposes of collective bargaining wish to be represented by an individual or labor organization for those purposes, the board […]
§377-4.7 Facilitating initial collective bargaining agreements. (a) No later than ten days after receiving a written request for collective bargaining from an individual or labor organization that has been newly organized or certified as a representative, the parties shall meet and commence to bargain collectively and shall make every reasonable effort to conclude and sign […]
§377-5 Representatives and elections. (a) Representatives chosen for the purposes of collective bargaining by a majority of the employees voting in a collective bargaining unit shall be the exclusive representatives of all of the employees in such unit for the purposes of collective bargaining. Any individual employee or any minority group of employees in any […]
§377-6 Unfair labor practices of employers. It shall be an unfair labor practice for an employer individually or in concert with others: (1) To interfere with, restrain, or coerce the employer’s employees in the exercise of the rights guaranteed in section 377-4; (2) To initiate, create, dominate, or interfere with the formation or administration of […]
§377-7 Unfair labor practices of employees. It shall be an unfair labor practice for an employee individually or in concert with others: (1) To coerce or intimidate an employee in the enjoyment of the employee’s legal rights, including those guaranteed in section 377-4; (2) To coerce, intimidate, or induce any employer to interfere with any […]
§377-8 Unfair labor practices of any person. It shall be an unfair labor practice for any person to do or cause to be done, on behalf or in the interest of employers or employees, or in connection with or to influence the outcome of any controversy as to employment relations, any act prohibited by sections […]
