NLRB Postpones Notice-Posting Requirement By Timothy M. McConville, Esq.

The National Labor Relations Board (“NLRB”) has issued a final rule requiring most private-sector employers to notify employees of their rights under the National Labor Relations Act by posting a notice.  The rule originally required posting by November 14, 2011, but on October 5, 2011, the NLRB delayed the deadline for posting until January 31, 2012.  Under the proposed rule, a failure to post the required notice will be an unfair labor practice and also may result in the Board extending the six-month statute of limitations for filing a charge involving other unfair labor practice allegations against the employer.

The NLRB’s final notice-posting rule also requires that the notice be in a foreign language if 20% or more of the employees speak the foreign language and do not speak English.  In addition, the Board’s rule provides that a knowing and willful violation of the notice-posting requirement may be evidence of unlawful motive on the part of the employer in other unfair labor practice cases against the employer.  The NLRB has advised employers that they may post their own notices regarding labor relations issues and employee rights next to the NLRB’s required notice. 

As the NLRB proceeds with its aggressive rulemaking activity, including proposed “quickie election” rules, employers will need to reevaluate strategies for maintaining a union-free environment.  Specifically, employers should consider proactive measures to prepare for a higher risk of organizing, including regular supervisor training and labor relations and communication to employees regarding how a union in the workplace can affect them.  Effective communications with employees on labor relations can be accomplished through meetings with employees, letters and flyers, and the employer’s own notice postings, all of which should be considered by employers.

 

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