Articles

Labor Relations Consulting Labor Relations Management Labor Relations Resource Labor Relations Specialist Labor Relations Consultant Labor Relations Issues Employee Labor Relations Employee Satisfaction Survey Employee Attitude Survey Employee Morale Survey Employee Motivation Survey Employee Performance Survey Union Avoidance Union Prevention Union Free Union Free Shop Reference Checking Employment Reference Checking Dispute Resolution Services Dispute Resolution Process Workplace Dispute Resolution Dispute Resolution Advice Affirmative Action Program Anti-Union Campaign Alternative Dispute Resolution Union Decertification Decertification Persuaders Registered Persuaders Administrative Dispute Resolution Act ADR Union Organizing Employee Education Industrial Relations IIPP Injury And Illness Prevention Program New Employees Labor Relations Services Workplace Harmony Management Consulting NLRA National Labor Relations Act RC Elections Preventative Labor Relations Union Petitions Union Elections Employee Safety Program NLRB National Labor Relations Board Employer Relations Employee Employer Relations Positive Work Environment Ideal Work Environment More Labor Relations Counseling Resources

Labor Relations Consulting

NLRB National Labor Relations Board

by Diane Sievert

The NLRB National Labor Relations Board was established by the NLRA National Labor Relations Act in 1935. The purpose of this board is to supervise elections and address unfair labor practices. Charges of unfair labor practices can be filed against employers or unions.

Procedures of the NLRB National Labor Relations Board

Generally, the NLRB National Labor Relations Board is unlikely to investigate any employer or union unless a grievance has been filed. Likewise, a petition must be filed in order for the board to conduct an election. The bottom line is that the board will not be contacting you unless you or your employees contact it.

If a petition is filed, the board will hold union elections. The election will determine A) what portion of the employees want union representation and B) what kind of union representation they want. Employer interference with these elections is illegal.

The other aspect of the board, as earlier stated, is to investigate and judge charges of unfair labor practices. A local field office will dispatch a representative to investigate the charge and determine its merit. If the rep concludes the charge has merit, the board will attempt to mediate a voluntary settlement.

Get all Labor Relations articles via