{"version":"1.0","provider_name":"National Right to Work Foundation","provider_url":"https:\/\/www.nrtw.org\/es","author_name":"National Right to Work Foundation","author_url":"https:\/\/www.nrtw.org\/es","title":"NLRB Watch: First Contract Bargaining Impasse Lawful - National Right to Work Foundation","type":"rich","width":600,"height":338,"html":"<blockquote class=\"wp-embedded-content\" data-secret=\"oHIzeUaTVV\"><a href=\"https:\/\/www.nrtw.org\/es\/nlrb-watch-first-contract-bargaining-impasse-lawful\/\">NLRB Watch: First Contract Bargaining Impasse Lawful<\/a><\/blockquote><iframe sandbox=\"allow-scripts\" security=\"restricted\" src=\"https:\/\/www.nrtw.org\/es\/nlrb-watch-first-contract-bargaining-impasse-lawful\/embed\/#?secret=oHIzeUaTVV\" width=\"600\" height=\"338\" title=\"\u00abNLRB Watch: First Contract Bargaining Impasse Lawful\u00bb \u2014 National Right to Work Foundation\" data-secret=\"oHIzeUaTVV\" frameborder=\"0\" marginwidth=\"0\" marginheight=\"0\" scrolling=\"no\" class=\"wp-embedded-content\"><\/iframe><script type=\"text\/javascript\">\n\/* <![CDATA[ *\/\n\/*! This file is auto-generated *\/\n!function(d,l){\"use strict\";l.querySelector&&d.addEventListener&&\"undefined\"!=typeof URL&&(d.wp=d.wp||{},d.wp.receiveEmbedMessage||(d.wp.receiveEmbedMessage=function(e){var t=e.data;if((t||t.secret||t.message||t.value)&&!\/[^a-zA-Z0-9]\/.test(t.secret)){for(var s,r,n,a=l.querySelectorAll('iframe[data-secret=\"'+t.secret+'\"]'),o=l.querySelectorAll('blockquote[data-secret=\"'+t.secret+'\"]'),c=new RegExp(\"^https?:$\",\"i\"),i=0;i<o.length;i++)o[i].style.display=\"none\";for(i=0;i<a.length;i++)s=a[i],e.source===s.contentWindow&&(s.removeAttribute(\"style\"),\"height\"===t.message?(1e3<(r=parseInt(t.value,10))?r=1e3:~~r<200&&(r=200),s.height=r):\"link\"===t.message&&(r=new URL(s.getAttribute(\"src\")),n=new URL(t.value),c.test(n.protocol))&&n.host===r.host&&l.activeElement===s&&(d.top.location.href=t.value))}},d.addEventListener(\"message\",d.wp.receiveEmbedMessage,!1),l.addEventListener(\"DOMContentLoaded\",function(){for(var e,t,s=l.querySelectorAll(\"iframe.wp-embedded-content\"),r=0;r<s.length;r++)(t=(e=s[r]).getAttribute(\"data-secret\"))||(t=Math.random().toString(36).substring(2,12),e.src+=\"#?secret=\"+t,e.setAttribute(\"data-secret\",t)),e.contentWindow.postMessage({message:\"ready\",secret:t},\"*\")},!1)))}(window,document);\n\/\/# sourceURL=https:\/\/www.nrtw.org\/wp-includes\/js\/wp-embed.min.js\n\/* ]]> *\/\n<\/script>\n","description":"If an employer won't agree to force its employees to pay union dues to keep their jobs, that is not a reason to force it to continue bargaining with a union its employees don't want.   On November 27, 2012, the United States Court of Appeals for the District of Columbia vacated the National Labor Relations Board's decision and order in Erie Brush &amp; Manufacturing Corp., 357 NLRB No. 46 (2011), and denied the NLRB's cross-petition for enforcement. In Erie Brush, although a tentative agreement had been reached on all other noneconomic issues, the company would not agree to a contract provision requiring its employees to pay union dues as a condition of employment or to a provision requiring arbitration of unresolved employee grievances. Moreover, 18 of the company's 21 employees signed a petition that they no longer wanted to be represented by the union. Consequently, the company declared impasse and withdrew recognition."}