The composition of the five-member National Labor Relations Board (NLRB) depends on the political party of the president of the United States. Democratic presidents tend to appoint pro labor members and Republican presidents lean toward pro-business members.
The decisions of the NLRB have been very pro-employer since Trump took office. The NLRB has the power to change its regulations without Congressional approval and has utilized this power to their advantage. For instance, they have begun reversing many of the Obama-era decisions that made it easier for unions to organize employees.
Twenty-seven states have right-to-work laws restricting unions. A handful of counties and municipalities also have passed their own versions on a local level. The best way for an employer to remain union free, however, is to create and maintain a workplace where employees see unions as irrelevant. An employer’s ability to operate union free carries with it the obligation to establish the policies, procedures, practices and a work environment where unions are unnecessary and not “value added” in the eyes of employees.
Consistent with those objectives, every employer should develop a strategic action plan. The following is a suggested template for an “eight-point strategic action plan” to help employers...
Please call us at (312) 960-9400 if this is an error or if you have any questions.