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)
- OK to withhold commissions from employees who violate fiduciary obligations
- When employee files harassment complaint, document efforts to help her deal with aftermath
- Don't let office romance poison workplace; third parties can sue
- 6 Questions to Make Sure You're a Change Driver, Not a Passenger
- Supreme Court: Fiancé of complaining worker has retaliation protection