Lexology.com
Fox Rothschild LLP
Matthew R. Porio and Brian A. Caufield
USA
On December 23, 2011, the National Labor Relations Board (NLRB or Board) agreed to postpone the date employers nationwide are to post a notice advising employees of their rights under the National Labor Relations Act from Jan. 30, 2012, to April 30, 3012. This decision was at the request of the federal court in Washington, DC, that is currently hearing a legal challenge regarding the rule.
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Showing posts with label employee rights poster. Show all posts
Showing posts with label employee rights poster. Show all posts
Tuesday, January 17, 2012
Monday, October 10, 2011
NLRB delays until January 31, 2012 new rule requiring you to advise your employees of their right to unionize
Lexology.com
Neal Gerber and Eisenberg LLP
Howard L. Bernstein
October 6, 2011
On Oct. 5, 2011, the National Labor Relations Board (“NLRB”) postponed the effective date of its highly controversial new rule requiring private employers to inform their employees of their right to form and support a union. Failure to post the required notice alone constitutes a new unfair labor practice and can also hinder an employer’s ability to defend itself against other unfair labor practice charges. Employers now have until Jan. 31, 2012 to comply with the new rule. Please see our Aug. 29 management alert describing the new rule and its extensive posting requirements.
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Neal Gerber and Eisenberg LLP
Howard L. Bernstein
October 6, 2011
On Oct. 5, 2011, the National Labor Relations Board (“NLRB”) postponed the effective date of its highly controversial new rule requiring private employers to inform their employees of their right to form and support a union. Failure to post the required notice alone constitutes a new unfair labor practice and can also hinder an employer’s ability to defend itself against other unfair labor practice charges. Employers now have until Jan. 31, 2012 to comply with the new rule. Please see our Aug. 29 management alert describing the new rule and its extensive posting requirements.
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Posting of employee rights notice now required on Jan. 31; Board postpones deadline to allow for further education and outreach
The National Labor Relations Board
October 05, 2011
Contact:
Office of Public Affairs
202-273-1991
publicinfo@nlrb.gov [1]
www.nlrb.gov [2]
The National Labor Relations Board has postponed the implementation date for its new notice-posting rule by more than two months in order to allow for enhanced education and outreach to employers, particularly those who operate small and medium sized businesses.
The new effective date of the rule is Jan. 31, 2012.
The decision to extend the rollout period followed queries from businesses and trade organizations indicating uncertainty about which businesses fall under the Board’s jurisdiction, and was made in the interest of ensuring broad voluntary compliance. No other changes in the rule, or in the form or content of the notice, will be made.
Member Brian E. Hayes dissented [4] from the adoption of the final rule. For this reason, he agrees with any postponement of the effective date of the rule.
Most private sector employers will be required to post the 11-by-17-inch notice, which is available at no cost from the NLRB through its website, either by downloading and printing or ordering a print by mail.
For further information about jurisdiction and posting requirements, please see our Frequently Asked Questions [5], which will be updated frequently as new questions arise. For questions that do not appear on the list, or to arrange for an NLRB presentation on the rule, please contact the agency at questions@nlrb.gov [6] or 866-667-NLRB.
https://www.nlrb.gov/news/posting-employee-rights-notice-now-required-jan-31-board-postpones-deadline-allow-further-educa
October 05, 2011
Contact:
Office of Public Affairs
202-273-1991
publicinfo@nlrb.gov [1]
www.nlrb.gov [2]
The National Labor Relations Board has postponed the implementation date for its new notice-posting rule by more than two months in order to allow for enhanced education and outreach to employers, particularly those who operate small and medium sized businesses.
The new effective date of the rule is Jan. 31, 2012.
The decision to extend the rollout period followed queries from businesses and trade organizations indicating uncertainty about which businesses fall under the Board’s jurisdiction, and was made in the interest of ensuring broad voluntary compliance. No other changes in the rule, or in the form or content of the notice, will be made.
Member Brian E. Hayes dissented [4] from the adoption of the final rule. For this reason, he agrees with any postponement of the effective date of the rule.
Most private sector employers will be required to post the 11-by-17-inch notice, which is available at no cost from the NLRB through its website, either by downloading and printing or ordering a print by mail.
For further information about jurisdiction and posting requirements, please see our Frequently Asked Questions [5], which will be updated frequently as new questions arise. For questions that do not appear on the list, or to arrange for an NLRB presentation on the rule, please contact the agency at questions@nlrb.gov [6] or 866-667-NLRB.
https://www.nlrb.gov/news/posting-employee-rights-notice-now-required-jan-31-board-postpones-deadline-allow-further-educa
Monday, October 11, 2010
OFCCP Shares Enforcement Role in New Rule on Employee Rights Poster
U.S. Department of Labor
OFCCP
A new Employee Rights Poster regulation, implementing Executive Order 13496, is now in effect to better inform employees about their labor law rights. The rule requires covered federal contractors to provide notice to their employees of their rights under the National Labor Relations Act (NLRA), including their rights to organize and to bargain collectively with their employers, and to engage in other protected concerted activity with or without a union, or to refrain from all such activity. Contractors also must make the posting obligation applicable to their subcontractors through use of a mandatory contract clause.
The poster also provides examples of unlawful employer and union conduct that interferes with those rights and indicates how employees can contact the National Labor Relations Board, the federal agency that enforces those rights, with questions or complaints.
The Office of Federal Contract Compliance Programs shares enforcement responsibilities for this new regulation with the U.S. Department of Labor's Office of Labor-Management Standards (OLMS). OFCCP is responsible for investigating complaints, compliance evaluations and conciliation, and will refer violations to OLMS for enforcement. The sanctions, penalties and remedies for noncompliance with the notice requirements include the suspension or cancellation of the contract and the debarring of federal contractors from future federal contracts.
Find out more about this poster (or download it in English, Spanish, Mandarin, Hmong, Laotian or Vietnamese) at www.dol.gov/olms/regs/compliance/EO13496.htm. If you have questions about the poster, such as where and when it should be posted, please contact your nearest OLMS office. A listing of these offices and their contact information can be found at: www.dol.gov/olms/contacts/lmskeyp.htm.
http://www.dol.gov/ofccp/LatestNews.htm#Enforcement
OFCCP
A new Employee Rights Poster regulation, implementing Executive Order 13496, is now in effect to better inform employees about their labor law rights. The rule requires covered federal contractors to provide notice to their employees of their rights under the National Labor Relations Act (NLRA), including their rights to organize and to bargain collectively with their employers, and to engage in other protected concerted activity with or without a union, or to refrain from all such activity. Contractors also must make the posting obligation applicable to their subcontractors through use of a mandatory contract clause.
The poster also provides examples of unlawful employer and union conduct that interferes with those rights and indicates how employees can contact the National Labor Relations Board, the federal agency that enforces those rights, with questions or complaints.
The Office of Federal Contract Compliance Programs shares enforcement responsibilities for this new regulation with the U.S. Department of Labor's Office of Labor-Management Standards (OLMS). OFCCP is responsible for investigating complaints, compliance evaluations and conciliation, and will refer violations to OLMS for enforcement. The sanctions, penalties and remedies for noncompliance with the notice requirements include the suspension or cancellation of the contract and the debarring of federal contractors from future federal contracts.
Find out more about this poster (or download it in English, Spanish, Mandarin, Hmong, Laotian or Vietnamese) at www.dol.gov/olms/regs/compliance/EO13496.htm. If you have questions about the poster, such as where and when it should be posted, please contact your nearest OLMS office. A listing of these offices and their contact information can be found at: www.dol.gov/olms/contacts/lmskeyp.htm.
http://www.dol.gov/ofccp/LatestNews.htm#Enforcement
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