Overview: While the percentage of US workers that are unionized has been declining for years, the importance unions play for those they represent continues to be high. The management of labor relations is an important area of concern in the workplace. Both employers and employees covered by the National Labor Relations Act (NLRA) have rights and obligations regarding the unionization of employees. Some key concepts for employers include collective bargaining, lockout, strikes, unfair labor practice, protected concerted activity, right to work, and good faith bargaining - but there are many more!
Trends: Currently 24 states, mostly in the southern and western areas of the United States, are "Right to Work" states. Union organizing is more difficult in these states because they prohibit a union and an employer from reaching an agreement to require union membership and financial support in the form of dues as a condition of continuing employment.
Non-union employers should NOT be complacent that the NLRA or the NLRB don't apply to them. The NLRB has recently ruled in several broad areas, notably social media and employment-at-will disclaimers, which affect all workplaces, union and non-union alike.
Author: Melissa Boyce, JD, Legal Editor
The Supreme Court announced on June 30 that it will hear a case challenging the mandatory union dues that nearly all California teachers are currently required to pay. In Friedrichs v. California Teachers Association, the justices will consider the legality of a practice that labor unions consider crucial - collecting dues from all workers whether they belong to a union or not.
Employers seeking to establish limits on content related to the employer that an employee can post in social media should consider including a statement in their handbook.
As mandated by the National Labor Relations Board, employees seeking to rescind the authority of a labor organization to require employees to make certain payments to the labor organization must file this petition.
As mandated by the National Labor Relations Board, employees alleging that a substantial number of employees assert the the certified recognized representative is no longer their representative must file this petition.
As mandated by the National Labor Relations Board, a petitioner is required to serve this form on all parties named in a petition.
As mandated by the National Labor Relations Board, an employer, labor organization or a group of employees seeking an amendment of a previous NLRB certification must file this petition.
As mandated by the National Labor Relations Board, an employer seeking to determine support for a new labor organization or to determine whether there is continuing support for an existing labor organization must file this petition.
As mandated by the National Labor Relations Board, an employer seeking clarification of the placement of certain employees or job classifications in a labor organization must file this petition.
As mandated by the National Labor Relations Board, a labor organization or a group of employees asserting that a substantial number of employees wish to be represented for purposes of collective bargaining and that it seeks to be certified as representative of the employees must file this petition.
As mandated by the National Labor Relations Board, a party named in the Notice of Hearing must complete and file this form.
HR and legal considerations for employers regarding the management of labor relations. Support and guidance on the ever growing field of labor law.