NLRB Postpones Employee Rights Poster
Deadline Delayed, Congressional Bill Introduced
Following lawsuits filed by the American Hotel & Lodging Associaton and the National Restaurant Association through the Coalition for Democratic Workplace and several other organizations, the National Labor Relations Board (NLRB) has postponed the Notification of Employee Rights requirement until January 31, 2012, from the initial date of November 14, 2011.
As of January 31, 2012, the NLRB will require employers to post a notice of employees’ rights to unionize, according to the final rule on Notification of Employee Rights under the National Labor Relations Act (NLRA) issued by the NLRB.
A breakdown of the NLRB Poster Rule, including direction on what hoteliers need to do in advance of the deadline, can be found on AH&LA’s Website.
Next Steps:
AH&LA has been working with Members of Congress to explain the dangerous implications of the recent NLRB decisions. In response, House Committee on Education and the Workforce Chairman John Kline (R-MN) introduced the Workforce Democracy and Fairness Act which would ensure that employers have a voice and are employees are able to participate in a fair union election process. Specifically, the bill:
- Ensures employers are able to participate in a fair union election process. The legislation provides employers at least 14 days to prepare their case to present before a NLRB election officer and an opportunity to raise additional concerns throughout the election hearing.
- Guarantees workers have the ability to make a fully informed decision in a union election. No union election will be held in less than 35 days, giving workers a chance to hear both sides of the debate. Important issues that can determine how a worker votes will be decided before ballots are cast.
- Reinstates the traditional standard for determining which employees will vote in the union election, restoring a standard that was developed through years of careful consideration and Congressional guidance.
- Protects workers’ privacy by empowering workers to choose the type of personal contact information that is provided to the union.
For more information, visit CDW’s Website.
