Articles Posted in Unions (labor relations)

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Back on August 26, in this post, I gave the heads up that the National Labor Relations Board would require most private-sector employers to post a notice, in a conspicuous location, informing employees of their rights under the National Labor Relations Act, which includes the right to form a union.

That poster is now available for download. You can find a copy of it here. Copies also are available from any of the NLRB’s regional offices. 

My law firm has an e-Alert that went out yesterday about the poster. You can read that here. Or, you can check out the NLRB’s frequently asked questions about the posting requirement here. For even more information on how this posting requirement could affect your business, contact a labor-and-employment attorney. (Hey, I’m a labor-and-employment attorney!)

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Earlier this year, reports of a Connecticut ambulance company firing an employee who had complained about her supervisor on Facebook, grabbed the headlines. The National Labor Relations Board (NLRB) complained that the firing was illegal. And although the company contended that it did nothing wrong, free speech advocates spewed hellfire and brimstone. Ultimately, the bloodlust subsided when that case settled.

Several months later, the NLRB is at it again. However, this time, for the first time, an NLRB Administrative Law Judge (ALJ) has found, after a full hearing, that an employer unlawfully fired employees for Facebook postings. Oh, by the way, the employer involved is non-union. More on this important decision and what it means for private employers after the jump.

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nlrb.jpgGood times, huh?

The National Labor Relations Board has issued a Final Rule requiring most private-sector employers to post a notice informing employees of their rights under the National Labor Relations Act, which includes — you guessed it — the right to form a union. 

This rule goes into effect on November 14, 2011 and I’ve got the dirty details after the jump.

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nlrb.jpgOn Friday night, I read the just-released National Labor Relations Board’s Acting General Counsel report on social media investigations. In fact, I read it twice cover-to-cover. (No, I won’t be winning the “Coolest Person In America In Philly On My Block In My House” Award this year).

Dorkiness aside, I was able to distill the report down to the points that employers will need to know if they hope to avoid federal scrutiny. Those details follow after the jump…

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In December 2006, 247 union workers went on strike at the Kohler manufacturing plant in Searcy, Arkansas. Three months later, Kohler hired 123 replacement workers.

Kohler and the Union settled their dispute in March 2008. As part of the settlement, Kohler agreed to reinstate the striking strikers. Kohler then fired the replacement workers and returned 103 of the original 247 striking workers to their former positions. 111 of the replacement workers then filed suit under the Worker Adjustment and Retraining Notification Act (“WARN”) alleging that they should have been given at least 60-days notice before being laid off.

Did Kohler violate WARN? Find out after the jump…

 

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The National Labor Relations Board (NLRB) has proposed amendments to its existing rules and regulations that will vastly change the way union-elections are conducted. The NLRB spin on these amendments is that they will “reduce unnecessary litigation, streamline pre- and post-election procedures, and facilitate the use of electronic communications and document filing.”

Is this a good thing or a bad thing for employers? I’ll detail the proposed changes, after the jump.

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Fueled by the remaining adrenaline from the Bruins 4-0 beating of the Canucks — 2 more wins… just 2 more — I am banging out this blog post just before the clock strikes 12. I have news of a new Twitter firing involving a “social media specialist” and an update on an NLRB action from May condoning the firing of a newspaper reporter for abusing Twitter.

All this, after the jump.

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I’m guessing that social media is not at the top of either side’s list of demands.

However, player tweets like this and, in particular, this one from Pittsburgh Steelers running back Rashard Mendenhall following the death of Osama bin Laden have some speculating that a new collective bargaining agreement could include restrictions on player use of social media.

What could those restrictions be? And will the players agree to them? 

More after the jump.

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