NLRB looks at 2018

The NLRB now is back to its full five Members, with a Republican majority and a new Chairman – John Ring. The General Counsel has shared his vision of the NLRB's future. See NLRB's GC's Roll-Back Agenda.

Changes that are in the wind involve both unionized and non-union workplaces:

Joint employers Flip Flop. Hy-Brand Industrial Contractors (NLRB 12/14/2017) [Decision] overruled Browning-Ferris Industries, 362 NLRB No. 186 (2015) and returned to the pre-Browning Ferris standard that governed joint-employer liability. But wait! The Board vacated Hy-Brand. Hy-Brand Industrial Contractors (NLRB 02/26/2018) [PDF] because Member William Emanuel had a conflict of interest. So Browning-Ferris is still with us – until the Republicans' new majority sorts things out.

Election Rule. In 2014 the Board adopted a new election rule [NLRB fact sheet] intended to decrease the time preceding union elections, thus sometimes called the "quickie election rule." The new Board has issued a "Request for Information" [Full text] – the first step in the inevitable roll-back of the Board's controversial 2014 Election Rule. The time for submitting comments has expired. View comments [HERE]. For more, see NLRB signals Election Rule roll-back; NLRB election rule comment period extended.

Class-action waivers. In D.R. Horton (2012) [Board decision] [not enforced by 5th Cir], the NLRB said that it's an unfair labor practice for an employer to require employees to agree that they will not bring a class-action or collective-action case, either in litigation or in arbitration. Federal circuit courts are split on this, and the issue is now before the US Supreme Court (Epic Systems v. Lewis, consolidated with two other cases). A decision is expected at any moment. See NLRA v. FAA – US Supreme Court will decide class-action waiver cases; Delayed arguments in class-action waiver case; Dissecting SCOTUS' class-action argument.

Deferral to arbitration. Babcock & Wilcox (2014) [Board decision] modified Olin Corp (1984) to make it more difficult to obtain deferral to arbitration awards, grievance/arbitration proceedings, and pre-arbitration grievance settlements.

Joint representation. Miller & Anderson (2016) [Board decision] overruled Oakwood Care Center (2004) and held that a union seeking to represent employees in bargaining units that combine both solely and jointly employed employees of a single user employer are no longer required to obtain employer consent.

College students. Columbia University (2016) [Board decision] overruled Brown University  (2004) and held that college student assistants are statutory employees, and the fact they are also students does not change their status as employees.

Employer's email system. Purple Communications (2014) [Board decision] (reaffirmed in 2017) overruled Register Guard (2007) and held that employees may use their employer's email system for protected communications on nonworking time.

Union dues check-off. WKYC-TV (2012) [Board decision] overruled Bethlehem Steel (1962) and held that a dues check-off provision in a collective bargaining agreement remains in force after the collective agreement has expired.