Posted in: Communication, Employment law, In this week's e-newsletter, Latest News and Views, Legal and compliance, Unions
You have a little more time to post a union-rights notice mandated by the National Labor Relations Board. Will the mandate be overturned altogether?
After receiving more than 7,000 comments — and being the target of an industry lawsuit — the NLRB issued a press release announcing its decision to postpone the implementation date for the notice. The initial effective date for the notice was November 14, but it has now been pushed back to January 31, 2012, to, according to the NLRB, “allow for enhanced education and outreach to employers.” Some legal observers speculate that the rule could be overturned by court mandate.
The NLRB rule requires most employers to post a notice explaining:
- employees’ rights under the National Labor Relations Act, such as their right to organize, bargain collectively, and discuss wages and other terms and conditions of employment, and the right to picket and strike
- what is deemed illegal employer and union activity
- basic enforcement procedures, and
- contact information for filing complaints.
Employers that are subject to the NLRA must post and maintain the NLRB notice in conspicuous places, including all places where notices to employees are customarily posted.
Related story: NLRB: You must post right-to-unionize notices.