NLRB
@NLRB
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National Labor Relations Board En español: @NLRBes For NLRB General Counsel: @NLRBGC
Washington, DC
Joined June 2009
President Donald J. Trump has named Board Member Marvin E. Kaplan Chairman of the National Labor Relations Board. https://t.co/BKgD1LvVCG
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The NLRB is hiring an Information Technology Specialist (INFOSEC) in our Washington, DC office. See the job posting for more details:
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In furtherance of the NLRB’s Diversity, Equity, Inclusion, & Accessibility program, the Agency has issued an Inclusive Writing Guide. https://t.co/n2iOhcM0Ju
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The NLRB is hiring for a General Attorney (Labor) in our Washington, DC office. See the job posting for more details:
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🎄 🕎 🕯️🟥 🟩 ⬛ Happy Holidays from the National Labor Relations Board! ✨ This season, we celebrate the strength, resilience, and dedication of workers and employers across the nation. May your holidays be filled with joy, peace, and time with loved ones.
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Today, President Biden designated Gwynne A. Wilcox as Chair of the National Labor Relations Board. https://t.co/o1QRLRtELZ
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Thank you for your service, Chairman McFerran!
It has been the honor of a lifetime to serve as Chairman of the NLRB. I will always be proud of the difference we have made in the lives of working people, and deeply grateful to the agency’s dedicated staff across the country, who represent the best of what public service is.
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"Returning to the clear and unmistakable waiver standard better serves the pro-bargaining policy of the Act." — Chairman Lauren McFerran.
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The Board explained that the return to the “clear and unmistakable waiver” standard better accomplishes the central statutory policy goal of the National Labor Relations Act: to promote industrial peace by “encouraging the practice and procedure of collective bargaining.”
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In Endurance, the Board overruled MV Transportation, Inc., 368 NLRB No. 66 (2019), in which an earlier Board had adopted the “contract coverage” test, which made it easier for employers to avoid engaging in collective bargaining over workplace changes.
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Today’s decision in Endurance Environmental Solutions, LLC restores that standard, previously followed by the Board for more than 70 years and endorsed by the Supreme Court.
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Today, the Board restored the “clear and unmistakable” waiver standard for evaluating employers’ defenses to claims that they unlawfully changed working conditions of union-represented employees without giving the union notice and opportunity to bargain. https://t.co/tCyO6rLSO3
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Happy Thanksgiving from the NLRB! 🦃🍂 Today we’re grateful for the hardworking individuals across the country who contribute to our communities every day. As we gather with loved ones, we also celebrate the rights of workers to come together and have a voice in the workplace.
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The NLRB today announced the appointment of Administrative Law Judges Geoffrey Carter and Michael Rosas as Associate Chief Judges to help administer the Washington, D.C. office of the Judges Division. https://t.co/0ZPnBUegCp
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“Today’s decision better protects workers’ freedom to make their own choices in exercising their rights under the Act, while ensuring that employers can convey their views about unionization in a noncoercive manner.” - Chairman McFerran
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Employers are, however, free to hold meetings expressing their views on unionization so long as workers are informed in advance about the topic of the meeting, that the meeting is voluntary, and that no attendance will be taken.
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3⃣ Required attendance lends a coercive character to the message regarding unionization that employees are forced to receive. It demonstrates the employer’s economic power and reasonably tends to inhibit employees from acting freely in exercising their rights.
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2⃣ Captive audience meetings provide a mechanism for an employer to observe and surveil employees as it addresses the exercise of employees’ Section 7 rights.
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The Board explained why captive audience meeting interfere with employees’ rights 👇 1⃣ They violate an employee’s right under Section 7 of the Act to freely decide whether, when, and how to participate in a debate concerning union representation, or refrain from doing so.
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Today, the Board ruled that, going forward, an employer will violate the National Labor Relations Act by requiring employees to attend captive-audience meetings in which the employer expresses its views on unionization under threat of discipline/discharge. https://t.co/odKn4Ah341
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