Labor Unions, Labor Relations and the National Labor Relations Act

One of the most aggressive federal regulatory agencies is the National Labor Relations Board (NLRB). We provide advice to unionized and non-union employers to ensure their policies, procedures and employment decisions comply with current enforcement priorities of the NLRB. The attorneys of Shields | Mott represent employers in the defense of unfair labor practices and the representation of employers’ legal interests in representation proceedings and other administrative proceedings conducted by the NLRB. Our legal team also has significant experience in contract negotiations, grievance handling, arbitration, advice and education for employers and supervisors in working under a collective bargaining agreement.

The National Labor Relations Act (NLRA) applies not only to unionized employers, it also regulates non-union employers by providing protection to employees who engage in “protected concerted activity.” Even in the absence of union representation in the workplace, employees have the right to engage in such activities. Employee complaints about wages, working conditions, job safety, or employers’ policies may be protected from discipline. Even non-union employer’s handbooks, social media policies, e-mail policies and anti-disparagement policies can violate the National Labor Relations Act. Prudent employers regularly review their polices and handbooks to ensure compliance with the NLRA.

We gained our experience in these matters representing clients in various industries including petrochemical, healthcare, retail, technology, hospitality and wood products. We pride ourselves in providing quality advice appropriate for the employers needs and goals whether it be a multinational giant or a small family business.