Source: https://www.thenjemploymentlawfirmblog.com/nlrb-issues-final-rule-simplif/
Timestamp: 2019-04-18 18:16:14+00:00

Document:
The National Labor Relations Board (NLRB) issued a final rule in December 2014 addressing the process by which workers may vote on whether or not to form a union or seek representation by an existing union. 79 Fed. Reg. 74307 (Dec. 15, 2014). The agency, which is charged with enforcing the National Labor Relations Act (NLRA), 29 U.S.C. § 151 et seq., states that the new rule “remove[s] unnecessary barriers to the fair and expeditious resolution of representation questions.” The rule appears to increase unions’ leverage in disputes with businesses over questions of worker representation. Critics call it the “quickie election” rule, and several business organizations are already challenging it in court.
Employees have the right under the NLRA to organize or choose representatives for collective bargaining purposes, or to refrain from this sort of activity. 29 U.S.C. § 157. Employers are prohibited from “interfer[ing] with, restrain[ing], or coerc[ing] employees in the exercise of [these] rights.” Id. at § 158(a)(1). If workers and employers cannot reach an agreement regarding the terms of organizing or representation, the NLRB is authorized to resolve the dispute. Id. at § 159. The U.S. Supreme Court held that the NLRB has broad discretion in these types of disputes. 79 Fed. Reg. at 74308, citing NLRB v. A.J. Tower Co., 329 U.S. 324, 330 (1946), et al.
The NLRA establishes a four-step process for representation disputes: (1) an employee, labor organization, or employer files a petition with the NLRB; (2) the NLRB, or an NLRB regional director, holds a hearing to determine if the petition presents a representation question; (3) an NLRB unit conducts a secret-ballot election; and (4) the NLRB certifies the election results. The statute only provides the basic steps, though, and the NLRB’s experience has shown problems “which cannot be solved without changing current practices and rules.” 79 Fed. Reg. at 74308.
– Requiring employers to communicate election notices to employees electronically, if that is how it usually communicates with its employees; and – Requiring post-election hearings on objections or challenges to begin as soon as possible, usually twenty-one days, after the election ends.
A court ruling set aside a similar earlier rule, based on a finding that the NLRB issued the rule without a quorum. Chamber of Commerce of the United States v. NLRB, 879 F.Supp.2d 18 (D.D.C. 2012). Less than a month after the NLRB published the new rule, the Chamber of Commerce and other business organizations filed suit to challenge it. Chamber of Commerce of the United States, et al v. NLRB, No. 1:15-cv-00009, complaint (D.D.C., Jan. 5, 2015); Associated Builders and Contractors of Texas, Inc., et al v. NLRB, No. 1:15-cv-00026, complaint (W.D. Tex., an. 13, 2015).
If you need to speak to an employment lawyer in New Jersey or New York, please contact the Resnick Law Group online, at 973-781-1204, or at (646) 867-7997.

References: § 151
 § 157
 § 158
 § 159
 v. 
 v. 
 v. 
 v.