by Matthew J. Kelley, Esq., Ogletree Deakins
The National Labor Relations Board (NLRB) continues to force new requirements on employers from all directions. Its latest salvo comes in its ruling in IronTiger Logistics. The NLRB says resulting new requirements represent an effort at increased civility and common sense in the negotiation process. However, the legal foundation for the ruling is suspect.
In IronTiger Logistics, Inc. (Oct. 23, 2012), the NLRB broadened the burden on employers in responding to union informational requests, allegedly in the name of civility and efficiency. The NLRB concluded that although IronTiger Logistics did not violate the National Labor Relations Act (NLRA) by failing to provide irrelevant information requested by a union, it did violate the NLRA by failing to inform the union of its rationale for not providing the information in a timely manner.
An equal share of the work?
IronTiger had an ar...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Can we deduct pay from exempt employees who have used up PTO and FMLA leave?
- St. Pete man claims he was fired for sex harassment complaints
- NLRB, OSHA pact gives longer life to whistle-blower claims
- State moves closer to mandatory nurse/patient ratios