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No NLRB Contract Bar Modification, Labor Union Task Force & Other Labor News

Monday, May 17, 2021
he National Labor Relations Board (NLRB) declined to modify its “contract bar” rule. Under NLRB procedure, once a collective bargaining agreement (CBA) is executed, the Board will not process a request for a representation election concerning the employees in that bargaining unit unless the petition is filed within a 30-day “window period” (typically, between the last 60-90 days prior to the CBA expiration), or after the contract expires, or after the third anniversary of any CBA that is longer than three years. This is referred to as the “contract bar” rule. In
Mountaire Farms, 370 NLRB No. 110 (Apr. 21, 2021), the NLRB considered whether it should rescind or modify the contract bar doctrine. After considering the parties’ briefs and briefs submitted by the public, it declined to modify the doctrine. While the NLRB expressed concern that the “window period” provided by the doctrine may not be readily ascertainable to emp ....

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National Labor Relations Board Social Media and Blogging Policies: Approach With Caution

National Labor Relations Board Social Media and Blogging Policies: Approach With Caution
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National Labor Relations Board social media and blogging policies: Approach with caution

Posted4/27/2021 1:00 AM
We live in a time when the power and influence of social media are at all-time highs.
Employees worldwide are using various social media platforms to voice their opinions; from the current TV series they re binging to the new restaurant they tried last night.

In addition, many employees are engaged in digital activism. Whether it s regarding high-profile cases of police brutality toward Black people, the rollout of COVID vaccines or working from home, there has been a rapid growth of online discussions linked to the employee-employer relationship.
In light of this, it is imperative that employers review their social media policies before enforcing or restricting employees use of social media or disciplining employees for their use of social media. It is essential to confirm that such employer policies are consistent with the National Labor Relations Act ( NLRA ). Under the Trump administration, the National Labor Relations Board ( Bo ....

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Employer's Policies On Blogging, Solicitation and E-Mail Signature Blocks Lawful, NLRB Rules (For Now, Anyway) | Proskauer - Labor Relations

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Over the past few years, the National Labor Relations Board has frequently weighed in on employer’s workplace and employee handbook policies, examining whether an employer’s policy impacts employees’ rights under Section 7 of the National Labor Relations Act. Employers received a needed dose of clarity in
Boeing Co., 365 NLRB No. 154 (2017), where the Board set forth rules for interpreting a facially neutral policy, rule or handbook provision. As noted at the time, employers were sure to see
Boeing’s practical impact as more cases were adjudicated under its new framework. In ....

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Employer's Policies On Blogging, Solicitation And E-Mail Signature Blocks Lawful, NLRB Rules (For Now, Anyway) - Employment and HR

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Over the past few years, the National Labor Relations Board has
frequently weighed in on employer s workplace and employee
handbook policies, examining whether an employer s policy
impacts employees rights under Section 7 of the National Labor
Relations Act. Employers received a needed dose of clarity in
Boeing Co.,
365 NLRB No. 154 (2017), where the Board set forth rules for
interpreting a facially neutral policy, rule or handbook provision.
As noted at the time, employers were sure to see
Boeing s practical impact as more cases were
adjudicated under its new framework. In ....

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