Facing Stiff Resistance, NLRB Delays Notice Posting Requirement


On October 5, the NLRB announced its decision to postpone the requirement that all employers under its jurisdiction post a notice for employees detailing the rights under the NLRA to January 31, 2012.  As previously reported here, the NLRB regulations provided that posting was to occur by November 14, 2011. 

The NLRB's stated reason:  "to allow for enhanced education and outreach to employers, particularly those who operate small and medium sized businesses."  This detail-anemic rationale really signifies a sop to the overwhelming opposition to new requirement, which has been challenged in court as exceeding the NLRB's authority.  After all, the NLRB's regulations don't require a mere posting of employee rights.  Through these new regulations, the NLRB envisions a broader jurisdiction for itself based on its conclusion that a failure to post the notice is, in and of itself, an unfair labor practice, and one that can toll the statute of limitations on other alleged violations of the NLRA.  Thus, the failure to post could lay dormant for years, like an anti-personnel mine, until tripped by any number of circumstances, including surprise government inspection or a union's mere attempt to organize the workforce.  The latter event it would seem would make a failure to post the notice unnecessary, but not according to the NLRB.  

It will be interesting to see what further "outreach and education" actually occurs, especially when one gets the sense this NLRB is hard at work trying to issue yet more regulations on quickie elections before December when Member Becker's term expires.  Member Becker's departure will bring the NLRB down to two members, not enough for the agency to continue to conduct business.

Consider this:  the NLRB received about 7,000 comments on the rights poster regulations in December of 2010.  It issued the regulations in August, 2011, after eight months of deliberation.  For the quickie election proposed rules, the NLRB received over 60,000 comments, which were filed in August.  It will be quite a feat in the use of governmental resources if the NLRB decides to rush out regulations on elections by December of this year, a mere three months after receiving comments, the overwhelming majority of which seem to oppose the proposed changes.

As always, we will keep you posted on further developments as they occur. 

Written by:

Published In:

DISCLAIMER: Because of the generality of this update, the information provided herein may not be applicable in all situations and should not be acted upon without specific legal advice based on particular situations.

© Proskauer - Labor Relations | Attorney Advertising

Don't miss a thing! Build a custom news brief:

Read fresh new writing on compliance, cybersecurity, Dodd-Frank, whistleblowers, social media, hiring & firing, patent reform, the NLRB, Obamacare, the SEC…

…or whatever matters the most to you. Follow authors, firms, and topics on JD Supra.

Create your news brief now - it's free and easy »

All the intelligence you need, in one easy email:

Great! Your first step to building an email digest of JD Supra authors and topics. Log in with LinkedIn so we can start sending your digest...

Sign up for your custom alerts now, using LinkedIn ›

* With LinkedIn, you don't need to create a separate login to manage your free JD Supra account, and we can make suggestions based on your needs and interests. We will not post anything on LinkedIn in your name.