Washington, DC (February 24, 2011) \u2013 The National Right to Work Foundation, which provides free legal assistance to employees nationwide, submitted comments criticizing a National Labor Relations Board (NLRB) proposal to implement new rules governing the notification of employee rights. Foundation attorneys say that the rules are not authorized by the National Labor Relations Act and would unfairly benefit union organizers.<\/p>\n
Under current law, employers can be required to post notices of workers\u2019 rights only when a violation of labor law has been proven in an unfair labor practice case. The proposed rules, however, would require every employer to post incomplete information about employee rights online and in the workplace, even if they\u2019ve never been found to have committed unfair labor practices. <\/p>\n
Under the proposed rules, every private-sector employer in the country would have to inform workers about their rights to organize, support a union, and engage in union activities such as strikes. However, the proposed notice would not tell workers in states that allow agreements requiring union \u201cmembership\u201d as a condition of employment that they have a right to resign at any time from a union and not pay union dues for political and other non-bargaining activities. The proposed notice also fails to inform workers in Right to Work states that they cannot be required to join or pay anything to a union to keep their jobs. <\/p>\n
Union officials, on the other hand, are not required to post any notices under the proposed rules. In non-Right to Work states, workers do not have to be informed that an organizing campaign could result in the mandatory payment of union dues as a condition of employment. The proposed rules also fail to require union organizers to explain to workers exactly what signing means when presented with union authorization cards during controversial \u201ccard check\u201d organizing drives. <\/p>\n
The proposed rules are the result of a biased and ideologically-charged Labor Board, which prioritizes advancing union officials\u2019 interests over providing truthful and accurate information to employees. The agency\u2019s forced unionism tilt is on display for all to see. <\/p>\n
\u201cThe proposed rule changes are just the latest example of the NLRB\u2019s biased approach to labor law,\u201d said Patrick Semmens, Legal Information Director for the National Right to Work Foundation. \u201cIf the NLRB was really interested in protecting workers, they\u2019d inform them of the dangers of coercive \u2018card check\u2019 drives and publicize their rights, under law, to remove an unwanted union.\u201d <\/p>\n","protected":false},"excerpt":{"rendered":"
Washington, DC (February 24, 2011) \u2013 The National Right to Work Foundation, which provides free legal assistance to employees nationwide, submitted comments criticizing a National Labor Relations Board (NLRB) proposal to implement new rules governing the notification of employee rights. Foundation attorneys say that the rules are not authorized by the National Labor Relations Act and would unfairly benefit union organizers.<\/p>\n
Under current law, employers can be required to post notices of workers\u2019 rights only when a violation of labor law has been proven in an unfair labor practice case. The proposed rules, however, would require every employer to post incomplete information about employee rights online and in the workplace, even if they\u2019ve never been found to have committed unfair labor practices. <\/p>\n","protected":false},"author":8,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_lmt_disableupdate":"","_lmt_disable":"","footnotes":""},"categories":[888],"tags":[],"class_list":["post-2926","post","type-post","status-publish","format-standard","hentry","category-news"],"yoast_head":"\n