NLRB Concedes Defeat on Notice Posting Rule, but Maintains Interest in Non-Unionized Workplaces and Union Organizing


What you need to know:

The National Labor Relations Board recently announced it would not pursue Supreme Court review of two US Court of Appeals decisions striking down its proposed Notice Posting Rule.  This rule would have required most private sector employers to post a conspicuous notice advising employees of their workplace rights under the National Labor Relations Act.

What you need to do:

Though employers are not required to display the pro-union notice, they must still observe other notice posting requirements, including those required by the Department of Labor.  Additionally, given an anticipated increase in the NLRB’s efforts, employers should review workplace policies and practices, especially in the areas of social media and confidentiality, to avoid potential claims of unfair labor practices.

The Rule

Originally proposed in August 2011, the National Labor Relations Board’s Notice Posting Rule would have required most private sector employers to conspicuously post an eleven by seventeen-inch notice informing employees of their rights in the workplace, including their right to unionize and engage in collective bargaining.

As we reported in a prior Alert, considerable criticism and legal challenges brought by several trade organizations delayed the Notice Posting Rule from taking effect for over a year.  Finally, in May 2013, both the Fourth Circuit and the DC Circuit Court of Appeals independently struck down the proposed rule.

The Board’s last resort was to appeal these decisions to the Supreme Court, an option they chose not to pursue. The Board still encourages employers to voluntarily post the notice, however, and recently created a free NLRB mobile app for iPhone and Android users to better educate employees about their workplace rights.

What the NLRB’s Decision Means for Employers

Although the Board abandoned its attempt to revive the Notice Posting Rule, many expect the Board to regroup after this decision and focus its efforts on issuing rules that will affect employers in other ways and increase its influence in non-unionized workplaces.  The Board just announced, for example, that it will re-introduce a controversial rule for streamlining union elections that will almost certainly make it easier for unions to organize employees if it becomes law. 

The Board also remains active in its adjudicatory capacity, continuing  to issue decisions with expansive interpretations of Section 7 of the National Labor Relations Act, many of which have significant implications for non-unionized workplaces.


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.

© Choate Hall & Stewart LLP | 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.