An administrative law judge has ruled that in 2014 the National Labor Relations Board, when it moved its headquarters to a different building in Washington, D.C., failed to carry out its obligation under federal labor law to fully negotiate the terms of the move with the union representing its workers. So if you’re a private company that feels constantly tripped up by the NLRB’s administration of the National Labor Relations Act, don’t feel bad: even the agency tormenting you can’t manage to comply [NLRB and NLRB Union, FLRA.gov via Jon Nadler]
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Of course, the National Labor Relations Act is different than the Federal Service Labor-Management Relations Statute, and NLRB doesn’t administer the statute for federal labor relations (which is why the decision is posted by the Federal Labor Relations Authority.) But that’s a minor detail.
Is there a different standard for good faith bargaining under the FLRA as opposed to the NLRA? I thought good faith is a requisite of both. Or are private sector employers held to different standards than the bureaucracy?
At the point I left the NLRB in 1965, its union was in the organizational stage, but the Director of Region 22, John Cuneo, had already said (tongue in cheek?) that, “Any union in this place is going to be company dominated.”
The government’s failure to comply with USERRA–well-documented–is a national disgrace.
[…] of federal labor laws in dealing with its own union employees illustrates. It is also noted at Overlawyered and courtesy of Jon Nadler […]