Updates
March 18, 2015

For the past six years, the National Labor Relations Board has issued decisions and rules that substantially impact the rights of employers under the National Labor Relations Act. For example, recent Board decisions have limited employers’ rights to discipline employees for vulgar, offensive, and threatening speech and conduct. The Board has limited the right of employers to control employee access and use of email. Employers cannot, under all circumstances, advise employees to maintain the confidentiality of internal investigations and witness statements are no longer shielded from being given to the union. These are just examples.

However, the Board’s actions regarding union representation elections may well present the greatest threat to the ability of health care employers to maintain union-free status. The first action, the Board’s decision in Specialty Healthcare, significantly changed how the Board determines what is an appropriate bargaining unit. The effect of this decision is that bargaining units will be much smaller than they have been in the past, which is likely to result in more elections won by unions. While this decision does not apply to bargaining units in acute care hospitals, it does apply to other health care settings such as long-term care facilities, urgent care centers, surgical centers, LTACs and rehabilitation facilities.

To view the full alert, click here.