Add the name Peter Kirsanow, a conservative Republican management-side labor lawyer practicing in Cleveland, Ohio, who was a member of the NLRB under President Bush through a recess appointment from January 4, 2006 to December 31, 2007, to the list of possible nominees by President-elect Trump to fill the two vacancies on the five-member National Labor Relations Board.
NLRB Moves to Strengthen Unions’ Hand in Bargaining with Informational Picketing and Intermittent Short-Term Strikes
In recent years, unions representing employees in health care facilities have engaged in activities during contract negotiations to pressure employers into settling, while limiting the cost of engaging in strike activity in the form of lost wages to union employees.
NLRB rules that the operators of the Detroit Masonic Temple unlawfully refused to bargain with a union that represented various engineers and maintenance workers at the temple, even though none of the remaining members of the bargaining unit were union members.
President Trump—How Will He Change the Courts and What Does That Mean for Employers? (3rd in a 3 Part Series)
In this final post in a three-part series on what employers can expect from the new Trump administration, we consider possible Supreme Court nominees and future rulings affecting labor and employment law.
Service of the voter list on the union by the employer is mandatory and the failure to serve it will result in setting aside an employer’s election victory when a timely objection is filed by the union, the National Labor Relations Board has decided.
Do not docket unfair labor practice charges or election petitions that contain “blatantly false and demeaning language or epithets” or “offensive language,” the National Labor Relations Board’s Division of Operations-Management has instructed its regional offices.
As we previously reported, the ambush election rules implemented by the National Labor Relations Board (“Board”) last year tilted the scales of union elections in labor’s favor by expediting the election process and eliminating many of the steps employers have relied upon to protect their rights and those of employees who may not want a union.
The National Labor Relations Board (“Board”) recently issued a decision that serves as a reminder for both union and non-union employers that the Board continues to take an aggressive stance on seemingly innocuous employment policies that the Board believes may chill an employee’s exercise of his or her Section 7 rights under the National Labor Relations Act (the “Act”).
A Last Hurrah? NLRB Majority Elevates Form Over Substance to Give Union Another Chance After Election Defeat
With a soon-to-be reformulated Board, which will be comprised of a majority of Republican appointees, don’t expect to see decisions like this again anytime soon.
Back in August, the National Labor Relations Board threw the higher education community a curve ball ruling that student assistants at Columbia University were employees under the National Labor Relations Act, and were therefore entitled to organize a union.