NLRB Postponed Deadline for Employee Rights Notice
The National Labor Relations Board (“NLRB”) has postponed the implementation date of its new posting rule by more than two months. As Archer previously informed you in an advisory released on August 30, 2011, the new rule requires employers to place a poster at the workplace that notifies employees of the rights guaranteed to them under the National Labor Relations Act. The law was scheduled to go into effect on November 14, 2011, but will now become effective on January 31, 2012.
The NLRB has announced that the reason for the push back is to maximize voluntary compliance, particularly among small and medium sized businesses who have expressed confusion over whether the law applies to them. The NLRB clarified that no other changes in the rule, or in the form or content of the notice, will be made.
English and Spanish versions of the required notice are now available on the NLRB’s website at www.nlrb.gov/poster. For more information on the specifics of the new rule, please see our client advisory: Private Sector Employers Now Required to Post Employees’ Union Rights at the Workplace.
If you have questions or concerns related to the new NLRB regulations or other labor & employment matters, please contact a member of Archer’s Labor and Employment Department in Haddonfield, N.J., at (856) 795-2121, in Philadelphia, Pa., at (215) 963-3300 or in Hackensack, N.J., at (201) 342-6000.
Previous Alert (August 2011): “Private Sector Employers Now Required to Post Employees’ Union Rights at the Workplace”
RSVP TODAY for a Complimentary Breakfast Seminar feat. Michael Egenton of the New Jersey State Chamber of Commerce on Friday, November 4!
DISCLAIMER: This client advisory is for general information purposes only. It does not constitute legal advice, and may not be used and relied upon as a substitute for legal advice regarding a specific legal issue or problem. Advice should be obtained from a qualified attorney licensed to practice in the jurisdiction where that advice is sought.