About NLRB

Final Rule:  Representation-Case Procedures

The National Labor Relations Board’s (NLRB) Final Rule governing representation-case procedures is designed to remove unnecessary barriers to the fair and expeditious resolution of representation questions.  The Final Rule will streamline Board procedures, increase transparency and uniformity across regions, eliminate or reduce unnecessary litigation, duplication and delay, and update the Board’s rules on documents and communications in light of modern communications technology.  The amendments provide tar

We will post publicly available documents related to the Boeing case here as soon as they are available.

Click here to view Congressional correspondence regarding the Boeing case.
 

Hearing Order - Details and logistics on the hearing (6/6/11)

Complaint and Answer, Advice Memo

Section 203.4

Sec. 203.4 Field attorneys. The field attorneys are charged in general with the duty of performing all necessary legal services for the Regional Directors in the Regions. They are directly responsible to the Regional Attorneys, and through them to the Regional Directors, for performance of these services. Under the direction of the Regional Attorneys, they:

(a) Investigate petitions concerning the representation of employees (including the taking of secret ballots of employees) in accordance with section 9(c) of the National Labor Relations Act;

Boeing Complaint

On April 20, 2011, the Acting General Counsel of the National Labor Relations Board issued a complaint against the Boeing Company alleging that it violated federal labor law by deciding to transfer a second airplane production line from a union facility in the state of Washington to a non-union facility in South Carolina for discriminatory reasons. A hearing is currently underway in Seattle before an NLRB administrative law judge.

Follow @NLRBBoeingtrial on Twitter for the latest information, updates and documents.

January 14, 2011

State Constitutional Amendments Conflict With the NLRA

All RC petitions for the health care industry (NAICS code family 62), 2000-2011.

NOTE: All data is in xml format

1. Interference with organization campaign (no majority)
   • Includes traditional "nip in the bud" unfair labor practices, such as threats, coercive interrogations, surveillance of protected activities, improper grant of benefits, and unlawful employee discipline, including discriminatory discharges
   • If it includes shutdown or relocation of operations, subcontracting, or transfer of operations to alter ego or single or joint employer, see Category 3
   • If it includes minority union recognition, see Category 6
2. Interference with organizati

JUNTA NACIONAL DE RELACIONES DEL TRABAJO CASOS DE PRACTICÁS ILÍCITAS EN EL TRABAJO

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