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)
- Unbiased investigation stops retaliation suits
- New Calif. wage-and-hour legislation increases employer obligations
- Investigating EEOC complaint? You're protected from retaliation, too
- What are the pros and cons of requiring staff to sign mandatory arbitration clauses?
- Appeals court: Calling someone a 'contractor' doesn't necessarily mean he is one