The current legislative debate brewing over the proposed Employee Free Choice Act (EFCA) has spotlighted a fact many employers don’t realize:
Nonunion employers must comply with requirements of the National Labor Relations Act (NLRA).
Employers that aren’t in the know run the risk that the National Labor Relations Board (NLRB) will file unfair labor charges for alleged violations of federal laws.
We know it's a fine line between staying in NLRA compliance and mitigating unions in your workplace. Learn how to successfully walk that line with our new webinar presented by one of America's top labor and employment law experts — Beyond EFCA: Locking Out Unions in a Pro-Union Environment
How to comply
Most employers run afoul of the NLRA when they're faced with a union organizing campaign. They go too far in their zeal to block the union bid and wind up facing an "unfair labor practice" charge.
Employers must remain calm when faced with organizing activities or protests among nonunion employees about wages or working conditions. Any attempt to retaliate against workers could land the employer in court.
Typical violations include threatening to fire, demote or cut pay for employees who vote for a union; threatening to close the business if a union is chosen; and promising benefits in exchange for a "no union" vote.
Beware risk of "minority" unions
What if a union vote at your organization fell short? The NLRA doesn't require employers to recognize unions that do not represent a majority of eligible workers. Further, employers who do recognize those unions, known as minority unions, actually violate the NLRA.
You can meet with minority unions to discuss issues, but formal recognition is not permitted unless the union represents a majority of eligible workers.
Still, minority unions do have rights under the NLRA. You can't fire employees just because they join minority unions. And minority unions can call a strike to gain recognition so long as no other union is certified, no union election has been held in the last 12 months and the strike lasts no longer than 30 days.
Again, nothing in the NLRA requires you to recognize a minority union. But if you did, it probably would not be long before the union represented a majority of the work force. That's because it would be difficult for you to maintain two standards, one for unionized employees and one for others.
Offering similarly situated nonunion employees better employment terms than unionized employees would also violate the NLRA. So, if the employment terms were not equal, they'd have to be better under the collective-bargaining agreement. Once nonunion workers realized that, they would join the union.
Discover the mistakes your managers are making RIGHT NOW that practically invite a union to step in and practical changes to your current HR practices to make employees not even think about wanting a union.
During this special, 75-minute interactive webinar, you'll learn:
- How vulnerable YOUR organization is to union campaigns
- Big Labor’s newest organizing tactics – and how to counteract them (without violating the NLRA)
- What Obama and the Democratic Congress have promised the unions – and how they plan to follow through
- The current status of EFCA (in plain English!), and where it’s likely to end up
- What other pro-union bills you MUST be prepared for (RESPECT Act, Patriot Employers Act, etc.)
- And much more...
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- Michigan firm's employees say collective 'thanks' to truckers
- Workers habitually absent or unfashionably late?
- Can you fire an employee for smelling like tobacco smoke?
- Audit disciplinary records to ensure protected employees aren't being unfairly punished