On average, it takes well over a year for an employer and a newly certified labor union to reach agreement on a first contract. Nonetheless, operationalizing the proposed truncated timelines will often prove difficult, and result in significant burden on employers. In this dynamic time of change at the NLRB and in federal labor law, it is essential that employers stay mindful and up-to-date on the changes and what they might ultimately mean for their businesses.
Author: Aaron T. Vance
Updates From the Acting General Counsel and the Quorum-less National Labor Relations Board
Recent leadership changes at the National Labor Relations Board (NLRB), following the removal of key members by President Donald Trump, are sparking significant policy shifts. As the Board struggles with a lack of quorum, new challenges are emerging, including legal battles over the certification of union elections and the constitutionality of member removal protections. With a more employer-friendly approach under new leadership, the NLRB’s future direction could reshape labor law enforcement and business practices in the coming months.
In 11th Hour Move, Michigan Legislature Adopts Amended Minimum Wage and Earned Sick and Safe Time Requirements
After years of uncertainty and a roller coaster of shifting requirements, Michigan employers will have clear guidance and finality on their minimum wage and paid sick and safe leave obligations with the enactment of these latest amendments. Even still, many Michigan employers will need to adjust their policies to comply with ESTA, and Michigan employers should continue to be mindful of this new landscape and further guidance from the Michigan Department of Labor and Economic Opportunity.
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