Overview: The National Labor Relations Act (NLRA) prohibits employers and unions from engaging in numerous unlawful actions, known as unfair labor practices. Avoiding these unfair labor practices is part of the labor management process.
An employer commits an unfair labor practice if it:
A union commits an unfair labor practice if it:
Neither party can require a clause that discriminates against individuals on the basis of race, sex, religion, disability or any other category protected by law.
If a union or an employer believes that an unfair labor practice has been committed, it must file an unfair labor practice charge with the National Labor Relations Board (NLRB). The NLRA contains procedures for investigating, prosecuting, hearing, finding, dismissing, remedying and enforcing solutions to unfair labor practices filed with the NLRB.
Trends: All employees are guaranteed the right to engage in protected concerted activity whether or not they belong to a union.
This means they may work together to present an issue to their employer concerning their wages, benefits, or terms and conditions of employment and an employer may not terminate them for this activity. In the new age of social media, this has become an increasingly important protection.
Even though social media postings may be read by persons beyond an individual's co-workers, the posting still may constitute protected concerted activity under the NLRA.
The NLRB has also recently ruled employers may violate the NLRA with an across the board prohibition against the discussion of internal investigations with co-workers. While the need for confidentiality may be paramount (i.e., evidence is at risk of being destroyed or a witness needs protection), employers may now need to argue confidentiality was "necessary."
Melissa Boyce, J.D., Legal Editor
As mandated by the National Labor Relations Board, all employers must post NLRB Form 501 - Charge Against Employer.
The National Labor Relations Board (NLRB) continues to send a strong message to employers that the right of both union and nonunion employees to engage in protected concerted activity extends to social media communications.
An employer may not be clear on how a National Labor Relations Board (NLRB) decision relates to a General Counsel Memo or to an appellate court decision under the National Labor Relations Act. This Quick Reference chart helps employers navigate the NLRB organization and enforcement process.
XpertHR's Transportation Resource Center for HR: Labor Relations helps transportation industry employers handle their most vexing employment issues by bringing relevant resources together in one place for easy access.
XpertHR's Retail Resource Center for HR: Labor Relations helps retail employers handle their most vexing employment issues by bringing relevant resources together in one place for easy access.
Arbitration is a voluntary dispute resolution process that is preferred by many employers because it is quicker and cheaper than litigation. This section reviews the enforceability of arbitration agreements, arbitration programs, the arbitration process, labor arbitration, rights arbitration and interest arbitration.
The National Labor Relations Board (NLRB) has announced that, for now, it will not decide Wal-Mart's unfair labor practice charge, which alleged that the United Food and Commercial Workers Union (Union) engaged in illegal picketing with the intent to unionize workers. Wal-Mart alleged in its charge that the Union violated the National Labor Relations Act (NLRA) by picketing at its stores for more than 30 days with the intent of forming a union.
On Friday, January 25, 2013, the United States Circuit Court of Appeals for the District of Columbia Circuit determined that President Barack Obama's recess appointments to the National Labor Relations Board (NLRB) in January 2012 were invalid because the appointments were not duly approved by the Senate and because the Senate was not in recess.
XpertHR has expanded its already robust coverage of state private and public sector labor relations requirements by now providing subscribers information necessary to avoid liability in their everyday interactions with unions in the workplace. In the new Employer Liability sections, subscribers will learn state specific laws and regulations that address potential liability exposure and resulting penalties.
In-depth review of the spectrum of Alabama employment law requirements HR must follow with respect to employer liability.
HR guidance and support on unfair labor practices including interfering with, coercing or restraining employees in the exercise of their NLRA rights.
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