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National Labor Relations Board Suspends All Union Representation Elections (US)

In yet another sign of the impact of the COVID-19 pandemic, on March 19, the National Labor Relations Board (NLRB or Board) announced that all representation elections – secret ballot elections held to determine whether employees wish to be represented by a labor union – are  suspended, including mail ballot elections, until April 3, 2020.  The Board’s announcement to suspend elections cited the health and safety of NLRB employees and members of the public involved in the election process, as well as limitations on the Board’s ability to conduct elections given the closure of several Regional Offices due to employee coronavirus exposure (Chicago, Cleveland, Detroit, Manhattan, and New Orleans) and because it has instructed all NLRB personnel to telework.

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Regular readers of our blog will recall that in 2015, the NLRB implemented substantial changes to process by which employees vote in secret ballot elections.  These changes were largely geared towards accelerating the timeline associated with representation case proceedings, and to ensure that secret ballot elections occurred as soon as possible, in most cases, not less than six weeks after the initial filing of an election petition (resulting in the rules being referred to as the “ambush election” rules).  Although the current Board recently changed the representation case rules yet again, relaxing timelines to a certain extent, the NLRB’s desire to conduct prompt elections remains one of its most longstanding policy goals.  Against that backdrop, the suspension of all elections, and the attendant delay associated with that suspension, demonstrates how remarkable an impact the current coronavirus pandemic is having in the labor relations context.  We will update with any further developments.

© Copyright 2020 Squire Patton Boggs (US) LLPNational Law Review, Volume X, Number 79
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About this Author

Daniel B. Pasternak, Squire Patton Boggs, Phoenix, Labor Litigation Layer
Partner

Dan Pasternak focuses his practice on litigating labor and employment claims, representing management in traditional labor relations matters, and working with employers to develop and enforce business-sensible policies and practices to effectively manage their human resources.

Dan represents employers before federal and state courts and administrative agencies, and in arbitration and mediation proceedings, in employment matters arising under the array of federal and state employment laws, including discrimination, harassment, retaliation,...

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