On April 30th of this year businesses must be compliant with the new National Labor Relations Act (NLRA) by posting the new posters.
Failure to do so does not necessarily result in a violation. However, if the employer “knowingly and willfully fails to post the notice, that failure may be considered evidence of unlawful motive in an unfair labor practice case involving other alleged violations of the NLRA,” according to the NLRB’s FAQ on the ruling.
Where the Notice Should be Posted
On the National Labor Relations Board’s website the posting guidelines are given.
“The notice should be posted in a conspicuous place, where other notifications of workplace rights and employer rules and policies are posted. Employers also should publish a link to the notice on an internal or external website if other personnel policies or workplace notices are posted there.”
For more information click here.
Purpose of the Ruling
The NLRA is designed to inform Employees of their right to organize and collectively bargain with their employers. Employees have the right to form unions to discuss their wages, hours, and other terms of employment. They also have the right to take action to improve working conditions, depending on the purpose and means.
The poster is designed to inform employees of their rights to engage in these activities.