NLRB Ends Employer Obligation To Notify/Bargain With New Unions Before Imposing Employee Discipline

A new ruling by the NLRB, the majority of which has been appointed by Trump, overturns precedent that prevented employers from imposing serious discipline before bargaining with a newly formed union.

Bloomberg Law reports:

“The National Labor Relations Board has overturned agency precedent in a decision that allows employers to impose serious discipline on an employee ahead of reaching a collective bargaining agreement with a newly formed union.

The pre-discipline bargaining obligation conflicts with U.S. Supreme Court interpretations of labor law and ‘imposed a complicated and burdensome bargaining scheme that was irreconcilable with the general body of law governing’ bargaining practices, the NLRB said in a statement Tuesday.

The decision means that management at newly unionized businesses can carry out discipline during the pre-contract phase without having to notify or bargain with the union. Employers weren’t required to reach an agreement with the union before actually taking action under the previous precedent, and could impose discipline unilaterally in certain exigent circumstances.

The board’s decision reinstates a policy ‘that employers have no statutory obligation to bargain before imposing discretionary discipline that is materially consistent with the employer’s established policy or practice,’ the members said.

A Democratic-majority NLRB put in place the previous policy in 2012, but that ruling was overturned after the U.S. Supreme Court held that the appointment of several board members had been constitutionally improper. Another Democratic majority revived the policy in a 3-1 decision in 2016, before the board’s reversal Tuesday.

Some management-side attorneys predicted that a Republican-led NLRB—the board now has three GOP members and two empty seats—would overturn the policy, arguing that the previous Democratic majorities went too far in a pro-union direction and disturbed the balance between employees’ and employers’ interests.

The NLRB said the new ruling will apply retroactively to all pending cases.”

For the rest of the story, visit Bloomberg here.

You may also like:

Join our mailing list for the latest union news!

Leave a Reply