Quietly yesterday morning, with little fanfare, the National Labor Relations Board wedged its foot in the front door of America’s non-union employers, all but assuring organized labor will have an easier time of getting in. While the worst is yet to come, the timeframe for the “worst” to finally arrive shrinks with each passing moment.
According to the NLRB’s Official Notice of Proposed Rulemaking published in the Federal Register, the Board’s regulations regarding the administration of union elections will be fundamentally altered upon the new rules’ final implementation. While one could spend hours discussing the impact and import of each discrete proposed amendment, the most significant components of the new rules include:
Public comments regarding the proposed regulations will be open through April 7, 2014 and replies to comments submitted during the initial comment period must be received by April 14, 2014. Savvy employers will not spend their time tilting at the NLRB’s windmill. They will, instead, prepare for life after the all but certain Summer 2014 implementation of these regulations by having their human resources professionals work collaboratively with counsel to perform the necessary due diligence and analysis to be in a position to mount a vigorous challenge to a union organizing petition within the short deadlines the new rules impose. Do you have questions? Do you need some recommendations as to what work needs to be done to prepare? The experienced labor lawyers at the Lowenbaum Partnership stand ready to help your company navigate the treacherous waters churned by the Board’s efforts to assist “Big Labor.”
If you have any questions about the NLRB’s new ambush election regulations or any other labor relations matter, please do not hesitate to contact Corey Franklin at CLF@Lowenbaumlaw.com, R. Michael Lowenbaum at RML@Lowenbaumlaw.com; D. Michael Linihan at DML@Lowenbaumlaw.com; or Robert Seigel at RSS@Lowenbaumlaw.com.
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