“I’ve known Bob Rumson for years and I’ve been operating under the assumption that the reason Bob devotes so much time to shouting at the rain was that he simply didn’t get it.  Well, I was wrong.  Bob’s problem isn’t that he doesn’t get it.  Bob’s problem is that he can’t sell it.”

President Andrew Shepherd (played by Michael Douglas) in The American President.

The NLRB’s Quickie Election Rule just celebrated its first anniversary and you know what?  The union election win rate remained the same–about 65%.  The total number of union petitions filed to hold elections jumped all the way from 2,141 in the year before the new Rule up to 2,144 last year– a “whopping” gain of 3 elections.   NLRB statistics do confirm that the median time from the filing a petition to the election decreased substantially, from 38 days down to 24 days.
Continue Reading NLRB’s Quickie Election Rule Turns One

As you may know, the National Labor Relations Board substantially revised the rules governing the union elections process, by which employees choose whether or not they wish to be represented by a union. The controversial revisions greatly sped up the process, with the effect that employer had less time to educate their employees about the impact of unionization before an election is held – which means more unionization (hence the controversy!).

These revised “quickie election” rules took effect in April 2015. Because the rules themselves were not troubling enough for employers, we now have to contend with the Board’s expansive interpretation of those rules. Here’s an example of what I mean.

As part of the election process, the employer must provide a voter list to the union, containing the names and contact information for all employees eligible to vote in the election. Before the revisions, this list consisted of the names and addresses of eligible voters. This information is readily available from a company’s human resources department, through its database or records. The revised rule, however, requires that the list must now include “available” personal e-mail addresses, and home and cell phone numbers.Voting List

What does this mean? Well, in the Danbury Hospital of the Western Connecticut Health Network case, the employer generated a list from its HR database. The list contained the addresses and emails for all the eligible voters, and phone number for 94% of them.
Continue Reading NLRB Imposes Expansive (and Onerous) Requirements For Preparation of Voter List