NLRB Delays Posting Notice Requirement to April 30, 2012
Sunday, January 8, 2012
The National Labor Relations Board ("NLRB") has once again postponed the effective date of the Notice Posting requirement, setting April 30, 2012 as the new date. Delayed from the previous January 31, 2012 effective date, this delay was due to a request from the federal court overseeing a legal challenge from business groups, in order to give businesses an additional 90 days before they must comply.
Employers large enough to be subject to the jurisdiction of the NLRB will be required by the new Federal Rule to post a Notice to Employees advising them of their rights under the National Labor Relations Act. To determine whether a particular employer is large enough, the law will employ the NLRB's traditional specific industry, total revenue and dollar amount of interstate commerce standards. These standards are broad enough to cover most employers.
For a full discussion of the Notice Posting requirements, as well as recommended steps, please see our previous alert.
Dick Hooker has had significant experience in traditional labor relations, state/federal agency work, employment litigation, union election campaigns, unemployment insurance taxation matters, and arbitration of employment disputes. He is a facilitative mediator for the U.S. District Court, Western District of Michigan and the Michigan Courts, and he is listed as an arbitrator and mediator with National Arbitration & Mediation, Inc., the American Settlement Centers and the National Arbitration Forum.
Joe Vogan has litigation experience in all areas of employment law, including wrongful discharge, the Elliott-Larsen Civil Rights Act, Title VII, Age Discrimination in Employment Act (ADEA), retiree insurance, Fair Labor Standards Act (FLSA), Americans with Disabilities Act (ADA), Family Medical Leave Act (FMLA), and the Whistleblower's Protection Act.
Larry is an experienced trial attorney concentrating on the defense of individuals and organizations in employment litigation, including matters involving discrimination, harassment, wrongful discharge, and employment contracts. He has extensive experience advising employers on executive employment contracts, personnel policies and procedures, discipline issues, corporate downsizing, trade secret and non-compete agreements, and drug and alcohol testing.
Pat's practice concentrates on the full spectrum of civil rights issues including race, gender and disability matters, free speech and electronic privacy issues in the workplace. In addition to litigation, he also does traditional labor work, including negotiation and arbitration, both for public and private sector clients. He also maintains a strong background in education law, representing school districts, community colleges and colleges and universities, both with respect to employment issues as well as student issues.
Dave’s “client-centered” practice involves a variety of labor and employment issues. He provides practical and confidential ongoing advice and consulting on a number of sensitive and complex labor and employment matters, from problem employee situations to multi-facility collective bargaining negotiations. His representative clients include diverse industries (such as automotive, printing, transportation and hospitals) throughout the nation.