The MPLRL generally protects the rights of Tribal employees to engage in or refrain from union affiliation or organization, or other protected, concerted activities. MPLRL cases include the following:

1. Petitions for union elections. The two primary types of petitions are (a) certification petitions, when a labor organization requests an election to determine whether a group of employees wish to be represented for purposes of collective bargaining by the union, and (b) decertification petitions, when a group of employees who no longer wish to be represented by a labor organization request an election to determine if the bargaining unit wishes to continue to be represented by the union.
2. Charges that may be brought against a union or Tribal employer relating to union organizing, collective bargaining or other issues covered by the law. Charges may be brought by unions, Tribal employers or individual employees. Some claims that may be brought include:
1. a union or employer's interference with, restraint or coercion of an employee in the exercise of his/her rights under the law;
2. a union or employer's failure to bargain in good faith;
3. a union or employer's refusal to comply with a negotiated collective bargaining agreement;
4. an employer's discrimination in employment against an employee because of the employee's exercise of rights under the law;
5. a union's breach of its duty of fair representation of employees.
3. Collective bargaining cases where a union and employer that are required to negotiate are unable to reach agreement on a contract and impasse resolution is requested.

Cases under the MPLRL are filed with the MERO and decided either by a special master of the Tribal Court or, if elected by a party, a three member MERO Board, which is composed of an individual selected by each party and a third individual selected by the two party-appointees.

There is a link at the top of this page for related Forms and Guidance. Additional information may be obtained from the MERO.

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