Union MANAGEMENT Relations
In Washington, union presence continues to decline, but many unions continue to spend significant efforts organizing non-union workplaces, particularly in educational, technology and manufacturing sectors. Washington employers should be aware of attempts to unionize and employ counsel to help guide the company through (and to properly oppose) an election. Legal issues relating to labor relations are governed primarily by the National Labor Relations Act, which is administered by the National Labor Relations Board.
Even if the employer is non-union, certain union concepts affect the employment relationship. A recent trend of decisions from the National Labor Relations Board have challenged routine employer policies, including confidentiality policies, and even policies requiring that employees be courteous and respectful to each other. Consequently, company policies should be reviewed for compliance with the newest decisions issued by the NLRB. Some common employer mistakes may result in NLRB charges. These include: telling employees they cannot discuss salaries with other employees; or disciplining union activists or employees working on union organizing campaigns.
Even if the employer is non-union, certain union concepts affect the employment relationship. A recent trend of decisions from the National Labor Relations Board have challenged routine employer policies, including confidentiality policies, and even policies requiring that employees be courteous and respectful to each other. Consequently, company policies should be reviewed for compliance with the newest decisions issued by the NLRB. Some common employer mistakes may result in NLRB charges. These include: telling employees they cannot discuss salaries with other employees; or disciplining union activists or employees working on union organizing campaigns.