Deferral By The NLRB To Grievance/Arbitration Procedures

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Overruling 2014 precedent, see Babcock & Wilcox Construction, 361 NLRB 1127 (2014), the National Labor Relations Board (Board), last week in UPS, Inc. 369 NLRB No. 1 (Dec. 23, 2019), returned to the standard that applied from 1984 to 2014 for deferral of alleged unlawful discharges and/or disciplinary action against employees to contractual grievance/arbitration procedures. See Spielberg Mfg.Co., 112 NLRB 1080 (1955); Olin Corp., 268 NLRB 573 (1984)

Going forward, the Board will defer cases alleging unlawful discharge or discipline to arbitration decisions when:

  1. The arbitration proceedings were fair and regular;
  2. The parties agreed to be bound by the arbitration;
  3. The contractual issue was factually parallel to the unfair labor practice issue;
  4. The arbitrator was presented generally with the facts relevant to resolving the unfair labor practice; and
  5. The arbitral award was not clearly repugnant to the purposes and policies of the National Labor Relations Act

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. Attorney Advertising.

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