I love the smell of well-deserved panic in the morning. We're at the gate, and they know it. :D
If you're wondering how big a deal the new NLRB posting rule is for the anti-union employers and other right-wing assholes, take a gander.
http://www.ngelaw.com/attorney/bio.aspx?ID=747">This attorney advises employers on how best to maintain a workplace with a "union-free philosophy." What an asshole. But
http://www.lexology.com/library/detail.aspx?g=6219c46a-a5f0-468f-8670-8085ce8a58e5">check it out:
Since its inception, the Obama administration has launched union- and employee-friendly initiatives, including several failed attempts to pass the infamous Employee Free Choice Act in an effort to slant the playing field toward unions and employees. Such efforts have often threatened devastating consequences for employers.
Perhaps sensing the powerful resistance to the re-invigorated labor movement posed by employers, the National Labor Relations Board (“NRLB") has joined the fight, promulgating a new rule that requires private employers to inform their employees of their right to form and support a union. Employers must comply with the new rule by Nov. 14, 2011. Failure to post the notice is itself a new unfair labor practice and can also make it more difficult for an employer to defend against other unfair labor practice charges.
(snip)
Because the new Notice will likely result in increased union organizing activity, employers should take this opportunity to ensure their non-solicitation, non-distribution and other union-related policies are up-to-date and NLRA compliant. Employers should also ensure that their general employment policies, including their non-discrimination, anti-harassment, Internet and social media use, and other employment policies are current and lawful. Further, employers should invest time in re-training Human Resources and management-level employees to make sure they are familiar with the NLRA, other key employment laws and the employer’s various employment policies. This re-training is invaluable in helping Human Resources and management-level employees tackle difficult questions from what will almost certainly be a more challenging workforce. Regardless of whether an employer has already developed and/or communicated its stance on union representation to its employees, this is a good time to revisit its position and solidify its strategy for dealing with organizing drives, concerted employee activity and other issues that might crop up more frequently as a result of the new rule. Employers should communicate with employees now and often to reinforce employees’ right to oppose unionization. Employers should also continue to identify, reduce and eliminate the root causes of employee dissatisfaction that increase the likelihood of a successful union organizing drive.
The NLRB’s new rule makes one thing clear: Employees will now be more informed than ever about their rights under the NLRA. Employers must act now to not only comply with the new rule, but to also prepare their workplace for increased union activity and to offset the potential impact of the new Notice.
Oh, that wacky anti-labor Obama Administration, eh? :D
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