“Game Changer”, the term emerging more frequently to describe proposed rules affecting employers, is being passionately applied to recent proposals from the National Labor Relations Board (NLRB) and Office of Labor Management Standards (OLMS). These proposals, affecting the employer’s rights and obligations with regard to collective bargaining are, among other things, expected to:
- Minimize response time to a union campaign filing
- Mandate disclosure of employee confidential information
- Limit employer ability to freely communicate with employees
- Require reporting on legal counsel advice and other internal communications
In a recent article from Fisher & Phillips, LLP, NRLB Board member Brian Hays was quoted as saying “Make no mistake, the principal purpose for this radical manipulation of our election process is to minimize, or rather, to effectively eviscerate an employer's legitimate opportunity to express its views about collective bargaining."
Following are more opinions and editorials including an “Action Alert” from SHRM with a suggested comment for submission. The comment periods for the NLRB and DOL proposed rulings close on August 22.
