Workplace Democracy Gets Ambushed

By Peter Schaumber, The Wall Street Journal

You may have heard of the National Labor Relations Board’s new “ambush election” rule—so-called because it hurriedly schedules union elections within as little as two weeks, depriving employers of the time needed to learn about the union and express their views to employees.


After 80 Years, Labor Law Needs Reform

Senator Patty Murray (D-Wash.) recently penned an op-ed that celebrates the 80th anniversary of the National Labor Relations Act and praises the work of the National Labor Relations Board, which is charged with enforcing the Act. In same piece, she sharply criticizes attempts to reform the Act and Board.

Is the NLRB Planning an End Run Around the State Right to Work Laws?

The National Law Review

As we have reported previously, the National Labor Relations Board (NLRB) has been making major changes to long-standing rules, interpretations, and applications of the National Labor Relations Act that it administers. Several changes have favored unions, such as fast tracking union elections, thereby shortening the period available for employer campaigning; authorizing so-called “micro” bargaining units sought by unions that maximize their chances of winning representation elections; and requiring employers to allow access to its electronic communications systems in union election campaigns.

Common Sense Sometimes Matters: NLRB

The National Law Review

With that deft opening to its opinion, the D.C. Circuit Court of Appeals last week overturned yet another controversial decision of the National Labor Relations Board which prohibited AT&T Connecticut from barring its technicians from wearing t-shirts into customer homes that portrayed themselves as prisoners of their employer.

NLRB to Re-Visit Unionization of Temps . . . Again

JD Supra

For decades prior to 2000, the National Labor Relations Board (Board) consistently found that a bargaining unit was inappropriate when the union sought a unit consisting of employees of one employer together with employees of a separate employer, unless all of the employers involved consented. For example, a proposed unit consisting of employees of (i) a host company and (ii) a staffing company which provided additional labor to the host company was inappropriate for collective bargaining, absent consent of both employers.

NLRB Signals It Is About to Make It Much Easier For Unions to Organize Temps and Contingent Workers – Temps and Regular Employees To Be Included in Same Bargaining Unit

The National Law Review

The National Labor Relations Board (NLRB or Board) invited interested parties to submit amicus briefs in Miller & Anderson, Inc. in connection with the Board’s reexamination of critical issues affecting the ability of unions to organize employees employed by temporary and staffing agencies (“temporary employees”) in the same bargaining units as employees of an employer that supplements its direct workforce with temporary employees.