Posted in: Employment law, In this week's e-newsletter, Latest News and Views, Unions
Amid controversy and court fights, the National Labor Relations Board agreed to delay implementation of a rule requiring employers to post notices informing employees of their union rights.
The board announced that it was postponing the effective date of its rule from January 31 to April 30. The NLRB decided to postpone the effective date at the request of federal district court judge Amy Jackson, who is presiding over a legal challenge to the posting rule.
As it stands now, the text of the poster summarizes the four statutory rights under the National Labor Relations Act. A few lines of the poster mention an employee’s right to refuse to participate in union activities. Excluded entirely are other related rights, such as a refusal to pay union dues and fees for anything other than collective bargaining or to refuse to pay union dues at all in right-to-work states.
Specifically, the NLRB-mandated notice must explain:
- 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.