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There is a U.S. government agency called the National Labor Relations Board (NLRB) that conducts elections for union representation and also controls unfair labor practices in the country. NLRB’s regulations are not known to all. Also, people are unaware of its functioning and its impact. Below are a few questions that have been answered regarding NLRB: Where can one get information on laws that need to be followed when forming a union? The National Labor Relations Act regulates and has a bearing on the rights of unions, employers and employees. This law along with other union laws are controlled and governed by the National Labor Relations Board. One may approach the National Labor Relations Board to get more information regarding union laws and their application. Employees are thinking of kicking ALPA and forming a union of their own. An employee who is a part of ALPA wants to know if the current contract would be terminated and re-negotiated. The employee would also want to know what would happen to the arbitration award that was given to them if ALPA is kicked off. The arbitration award would continue to be in effect even if ALPA is kicked out by the employees. Forming a union would be hard as many steps need to be taken before it is recognized by the National Labor Relations Board. One may have a look at a few unions that are already there and if required one may get a different one with the required experience and knowledge to represent the workers. Are age discrimination cases handled by NLRB? NLRB handles age discrimination cases that have been filed by a person who is a part of a union. These cases may be registered at www.nlrb.gov. Age discrimination cases would be handled by the EEOC at www.eeoc.gov in the event that there is no union involvement. Consider a situation where NLRB has made it compulsory for the employers to exhibit pro-union posters. However, a lawsuit is filed against NLRB because of this. Until a decision is made regarding the lawsuit, can the employers cease exhibiting the posters? In a scenario such as this, if there is a law in the NLRB that makes it compulsory to exhibit something, then the employers should abide by the law until the court rules otherwise. It would be incorrect for one not to abide by the NLRB order when it has the authority to issue such an order (even though there is a lawsuit pending). An employee is being harassed by the union officials and the work environment is also hostile. Should the employee hire the services of a lawyer if he/she would want to file a complaint with the NLRB? An inquiry would be performed by the NLRB without the lawyer when a complaint is filed. Therefore, one may not be needed to hire the services of a lawyer. Lawyers would not have any role to play during the inquiry and their services would be needed during mediation that would be at a later point of time. Post completion of the inquiry, the lawyer would review and assess one’s case before taking on the case. It is important for one to know how the NLRB would function and the role it plays in controlling labor practices. If you are not sure of any of the legal aspects, it's always best to ask an employment lawyer.
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