Employment Law Alert: New Rule Requires Employers to Post Notice of Employee NLRA Rights
(Updated October 5, 2011: 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. The new effective date of the rule is January 31, 2012.)
Your bulletin board full of required workplace postings just got more crowded. The National Labor Relations Board ("NLRB") has issued a final rule that will require nearly all private sector employers, whether unionized or not
, to post a notice to their employees about certain employee rights under the National Labor Relations Act ("NLRA"). The notice must be posted by no later than January 31, 2011
. The new rule is one of many new developments arising from the current NLRB's implementation of the Obama administration's labor policy.
This new notice is a form designed by the NLRB. Among other things, it contains:
- A summary of employee rights under the NLRA, including the right to discuss wages and working conditions with co-workers or a union, form or join a union, take collective action to improve working conditions, and engage in other protected activities.
- Examples of violations of those rights and an affirmation that unlawful conduct will not be permitted.
- Information about the NLRB, the NLRB's contact information, and details on how to file an unfair labor practice charge with the NLRB.
- A statement about the employer's obligation to bargain in good faith if a union has been selected by employees.
This new rule applies to almost all employers except public sector employers, very
small employers below the NLRB's jurisdictional standard for impacting interstate commerce, and other limited classes of employers outside of the NLRA's jurisdiction. The NLRB may find that an employer's failure to post the notice constitutes an unfair labor practice. The remedy for a violation may not be severe because the NLRB cannot impose fines – but much worse, a violation can be evidence of unlawful motive and prevent the running of the statute of limitations.
The full text of the actual required notice is available here. Private sector employers will be required to post this notice in conspicuous places, including where they customarily post other workplace notices. In addition, employers who customarily post personnel policies and rules on an internet or intranet site must include this new notice there or provide a link to the NLRB's website section containing the notice. If an employer has employees working at another employer's site, it will also need to determine whether it can post notices at that site if the other employer does not already have the notice posted. If 20 percent or more of an employer's employees are not proficient in English and speak the same foreign language, the notice must also be posted in that language. The NLRB will provide translations in such circumstances. Copies of the required 11x17 posters will be available at no cost from the NLRB upon request, and will also be downloadable from the NLRB's website, www.nlrb.gov. A federal contractor will be regarded as complying with the NLRB's new posting requirement if it already posts the notice required of federal contractors by the U.S. Department of Labor.
The NLRB fact sheet with further information about the rule is available here. There are likely to be legal challenges to the NLRB's new notice posting rule, and at least one bill has already been introduced in Congress seeking to invalidate it. For now, employers will need to be prepared to comply with the new posting requirement. While already unionized employers will likely see little impact from the new rule other than the actual posting requirement itself, non-unionized employers may be faced with employees raising questions about their rights under the NLRA. Because such questions will invariably be directed toward their immediate supervisors, it is important for non-unionized employers to make sure that supervisors are properly trained regarding how to maintain a union-free environment without violating the NLRA. Non-unionized employers might also be tempted to post their own notice alongside the new NLRB poster, advising employees why a union is not needed. As with all such efforts, missteps can lead to challenges before the NLRB, so employers should consult with their Stoel Rives labor attorney.
For additional questions, please contact:
James Shore at at (206) 386-7578 or email@example.com