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Volume XII, Number 224


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NLRB Delivers on its Promise to Relax Quickie Election Rules

On December 13, 2019 the National Labor Relations Board (the Board) announced a number of modifications to its representation case procedures – the so-called quickie or ambush election rules. These modifications are scheduled to be published in the Federal Register on December 18, 2019 and are anticipated to take effect on April 16, 2020. Employers should familiarize themselves with these modifications before they go into effect next spring.

Background to Quickie Election Rules

As an alternative to seeking voluntary union recognition, employees or unions may file a representation petition asking the Board's regional office to determine whether employees wish to be represented by a union. The Board's regional director is tasked with investigating these petitions and determining whether an election should be conducted, and may issue a Direction of Election. The Board's regional office may conduct the election, hold pre- and post-election hearings, and rule on requests for review of regional determinations. The Board's rules govern how regional offices oversee elections.

As detailed by Varnum in previous advisories, in 2014 the Obama-era Board adopted a final rule amending its representation case procedures. The 2014 changes appeared to favor unions by speeding up the election process. For example, under the 2014 changes, pre-election hearings had to be scheduled eight (8) days after the hearing notice was served on the parties. Critics of the rule changes also argued that the rules were unfair to employees because they allowed an election to move forward before disputes over voter eligibility or appropriate bargaining units were resolved, thereby preventing employees from fully understanding the meaning of their vote.

In 2017, the now Republican-controlled Board announced it would seek comment on quickie election rules; however, potential changes were put on the back burner. Finally, in a press release issued on December 13, 2019 the Board announced that it was not rescinding the 2014 rules and instead would be adopting modifications intended to relax the 2014 procedural changes, and create a more fair and efficient election process. The modifications will assist employers in effectively responding to union election petitions and will help employees collect the information they need in order to fully decide the issue of union representation.

Comparison of Current/Modified Procedures

The following table provides a side-by-side comparison of the current and modified procedures:

Current Rule

Modified Rule

Pre-election hearings scheduled 8 calendar days from Notice of Hearing

Pre-election hearings scheduled 14 business days from Notice of Hearing

Notice of Petition for Election must be posted within 2 business days after service of notice of hearing

Notice of Petition for Election must be posted within 5 business days after service of notice of hearing

Non-petitioning party must file position statement 1 day before pre-election hearing

Non-petitioning party must file position statement within 8 business days after notice of hearing served

Petitioning party not required to file responsive position statement

Petitioning party must file a responsive position statement at noon 3 business days before hearing

Disputes concerning scope/voter eligibility need not be resolved before election conducted

Disputes concerning scope/voter eligibility litigated at pre-election hearing and resolved prior to direction of election

Post-hearing briefs are permitted only upon special permission

Parties permitted to file post-hearing briefs with regional director and after election

Regional director "ordinarily will" issue Notice of Election following Direction of Election

Regional director has "discretion" to issue Notice of Election following the Direction of Election

Election is scheduled for earliest date practicable, no precise timeline

Absent agreement to hold earlier, election scheduled a minimum 20 business days after date of direction of election

Employer must furnish voter list 2 business days after issuance of direction of election

Employer must furnish voter list 5 business days after issuance of direction of election

No stay of election pending request for review

If a request for review is filed within 10 business days after Direction of Election and the Board does not rule on request or grant request before election, then ballots will be impounded and remain unopened pending decision

Rulemaking Procedures

Unlike 2014 where the Board adopted its final rule through the formal notice-and-comment procedure, the Board adopted the 2019 modifications as a final rule without soliciting public feedback. However, the Board is arguably not required to follow such formal procedures because the Board is only amending its own procedures, not issuing or rescinding rules that would affect parties' substantive rights.

It is unclear at this stage whether the Board's decision will be subject to legal challenge by interest groups who may argue that the Board violated the Administrative Procedure Act by failing to take public comment or alternatively for failing to give an explanation as to why the Board declined to engage in notice-and-comment procedures. Absent a legal challenge to these modifications, they will go into effect as planned om April 2020.

© 2022 Varnum LLPNational Law Review, Volume IX, Number 350

About this Author

Luis E. Avila, Labor Employment Attorney, Varnum Law, Immigration Issues Lawyer, Grand Rapids

Luis focuses his practice on labor, employment and immigration issues. Luis has a wide range of experience in traditional labor matters, including grievances, arbitrations, collective bargaining negotiations, union drives, and matters in front of the National Labor Relations Board (NLRB) and the Michigan Employment Relations Commission (MERC). Luis has counseled employers on a number of workplace matters, including effective employee handbooks and policies, disciplinary and dispute resolution procedures, discrimination, disability accommodation, wage-hour matters, family medical leave, and...

David E. Khorey, Labor Employment Attorney, Varnum, Workplace Confidentiality Matters Lawyer

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.  

Dave has also served as chair of the firm.

Honors & Recognitions...