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NLRB Trends and Perspectives Women, Influence & Power in Law The Capital Hilton, Washington, DC Friday, September 19, 2014

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Page 1: 702   nlrb trends and perspectives - slides

NLRB Trends and Perspectives

Women, Influence & Power in LawThe Capital Hilton, Washington, DC

Friday, September 19, 2014

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Jennifer DeitloffSenior Counsel

ConAgra Foods, Inc.

Presented by:

Harry I. Johnson III Board MemberNational Labor

Relations Board

Nancy J. SchifferBoard MemberNational Labor

Relations Board

Tanja L. Thompson Shareholder

Littler

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Today’s NLRB

• Fully confirmed Board issuing a number of important decisions, as well as invitations to file briefs in other key areas– Significant implications for union and non-union employers

and employees– Proposed new election rules also pending

• Noel Canning– Current status and effect on past cases– Impact on workload and issues back before the Board

• Board Member Terms– Nancy Schiffer’s term set to expire in December and

Sharon Block’s nomination pending

Women, Influence& Power in Law

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Today’s NLRB

NLRB App

Women, Influence& Power in Law

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Focus on Protected Concerted Activity

Section 7 – Employees shall have the right to self-organization, to form, join, or assist labor organizations, to bargain collectively through representatives of their own choosing, and …to engage in other concerted activities for the purpose of collective bargaining or other mutual aid or protection, and shall also have the right to refrain from any or all of such activities.

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Protected Concerted Activity

• Two Parts:

– “Why?”• Must be engaged in for the purpose of

“mutual aid or protection”– “How?”

• Must be concerted – that is, “done in concert with others” or “group-minded”

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• Test set forth in Lutheran Heritage Livonia:

• First ask whether rule or policy explicitly restricts Section 7 activities. If so, it will be found unlawful.

• If not explicitly restrictive then ask if:(1) employees would reasonably construe the language to prohibit Section 7 activity;(2) the rule was promulgated in response to Section 7 activity; or(3) the rule has been applied to restrict the exercise of Section 7 rights

Policy Review –The Standard to Apply

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Recent Protected Concerted Activity Cases and Policy Cases

• Plaza Auto Center, Inc., 360 NLRB No. 117 (2014)– On remand from Ninth Circuit, Board majority held for

the second time that employer violated the Act by terminating employee who engaged in profane outburst

– Dissent disagreed, finding employee lost protection of the Act

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Recent Protected Concerted Activity Cases and Policy Cases

• Triple Play Sports Bar and Grille, 361 NLRB No. 31 (2014)– Employer violated the Act by terminating employees

for participation in Facebook discussion– Employer also maintained unlawful Internet/Blogging

policy according to Board majority

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Recent Protected Concerted Activity Cases and Policy Cases

• MikLin Enterprises, Inc., 361 NLRB No. 27 (2014)– Board held 2-1 franchisee violated the Act when it

disciplined employees for distributing posters which implied the franchisee’s sick leave policy would lead to customers getting sick from the franchisee’s food

– Board also found that supervisors violated the Act when they encouraged employees, supervisors, and managers to harass union supporters via social media

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Recent Protected Concerted Activity Cases and Policy Cases

• Fresh and Easy Neighborhood Market, Inc., 361 NLRB No. 12 (2014)– Board majority found employee was engaged in

“concerted activity” when she sought assistance from her co-workers in raising sexual harassment complaint to employer

– Dissent disagreed with majority’s view that holding “furthers the important federal policy of preventing sexual harassment in the workplace”

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Recent Protected Concerted Activity Cases and Policy Cases

• Hills and Dales General Hospital, 360 NLRB No. 70 (2014)– Board found prohibitions against

“negative comments” and “negativity” to be unlawful, as well as policies requiring employees to behave in a “positive and professional manner”

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Recent Protected Concerted Activity Cases and Policy Cases

• Philips Electronics North America Corp., 361 NLRB No. 16 (2014)– Unwritten “policy” prohibiting discussion of discipline

by employees found unlawful

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Recent Protected Concerted Activity Cases and Policy Cases

• First Transit, 360 NLRB No. 72 (2014)– An effective savings clause should adequately

address the broad panoply of rights protected by Section 7

– Placement should be “prominent” and “proximate” to the rules it purports to inform

– There should be no ongoing actual violations of Section 7 rights

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Post Specialty Healthcare Decisions

• Macy’s, Inc., 361 NLRB No. 4 (2014)– Board found petitioned-for unit of cosmetic and

fragrance employees is a readily identifiable group who share a community of interest and, therefore, the unit is appropriate

• Bergdorf Goodman, 361 NLRB No. 11 (2014)– Board found petitioned-for unit of only women’s shoe

sales associates was not an appropriate unit

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Weingarten Rights

• Ralphs Grocery Co., 361 NLRB No. 9 (2014)– Board majority found employer violated the Act by

requiring employee to submit to a drug and alcohol test notwithstanding his request for Weingartenrepresentation, and by suspending and discharging employee based on his refusal to take the test without representation

• What about Weingarten rights for non-union employees?

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Questions?

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Jennifer DeitloffSenior Counsel

ConAgra Foods, Inc.

Harry I. Johnson III Board MemberNational Labor

Relations Board

Nancy J. SchifferBoard MemberNational Labor

Relations Board

Tanja L. Thompson Shareholder

Littler