Nlo union nj pro#

Expand penalties for violations of the NLRA.

Force parties into collective bargaining agreements via interest arbitration.

Prohibit employers from using mandatory arbitration agreements with employees.

Give employees the right to utilize employer electronic systems to organize and engage in protected concerted activity.

Change the definition of “joint employment” and force businesses to alter their structures or face liability.

Redefine the definition of “supervisor” to include more frontline leaders as “employees” covered by the NLRA.

Facilitate union organizing in micro-units.

Restrict the ability of employers to obtain labor relations advice.

Limit the ability of employers to contest union election petitions and allow unions to engage in coercive tactics long held to be unlawful.

Codify the “ABC test” to deem independent contractors “employees” covered by the NLRA.

Effectively overturn state “right to work” laws.

Nlo union nj pro#

Set forth below are the most noteworthy aspects of the PRO Act, including that it would: The PRO Act encompasses more than 50 significant changes to current law and seeks to overhaul the NLRA for the first time in more than 70 years. The novel concept of minority unions may gain further traction with an expansive interpretation of protected concerted activity and the PRO Act’s proposed enhanced remedies for alleged violations of the NLRA. Thus, the impact of NLRB decisions should inform every organization’s human resource agenda, regardless of whether their employees are represented. Expansive interpretations of whether employee internal complaints rise to the level of protected concerted activity have affected non-union employers as well. The NLRB’s expansive application of the NLRA includes challenges to non-union employers’ company handbooks, use of mandatory arbitration agreements and policies prohibiting union organizing through corporate email systems. The NLRA has always applied to non-union employees, and over the last decade, National Labor Relations Board (NLRB or Board) decisions and administrative actions have applied the NLRA’s scope more broadly in non-union settings. Non-union and unionized employers alike should understand the scope of its proposed changes, and the practical impact those changes would have on their relationship with employees, and their operations, should it ultimately become law.īusiness leaders, in-house counsel, and even private practitioners commonly view the National Labor Relations Act (NLRA) as applicable only to unions and unionized employees this is not the case. This sweeping legislation, which initially passed the House in February 2020, extends well beyond union organizing. As discussed in Littler’s WPI Election Report and on the eve of President Biden’s inauguration, the PRO Act would have significant implications for all private sector employers in the United States. Introduction was expected, as President Biden pledged to be “the strongest labor president you have ever had” during his candidacy, and the PRO Act was a cornerstone of his election platform.

On February 4, 2021, House and Senate Democrats introduced the Protecting the Right to Organize (PRO) Act.

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