NLRB Postpones Posting Requirement

Last month I blogged that the National Labor Relations Board (“NLRB”) had issued a final rule requiring companies to post in the workplace notices to employees about their rights to join a union.  Under the rule, such notice was to be posted by November 14, 2011. Given the coverage scope and content of the posting requirement, several legal actions seeking to enjoin enforcement of the rule were promptly instituted.  Such suits (brought by the National Association of Manufacturers, U.S. Chamber of Commerce, the National Right to Work Foundation and the National Federation of Independent Business) challenge, in part, the NLRB’s statutory authority to implement such far reaching rules.  In connection with the suits, National Federation of Independent Business President and CEO, Dan Danner, declared that “[t]he NLRB has strayed from its role as an impartial arbiter to instead become just an extension of labor unions,” and that “[t]his new atmosphere has created a chilling effect on businesses of all sizes.”  Executive vice president of the National Chamber Litigation Center, Robin Conrad, flatly declares that the notice requirement is contrary to … Continue reading

Staffing Industry Seeks Repeal of ObamaCare

Earlier this month, representatives of the Staffing Industry urged Congress to repeal the Patient Protection and Affordable Health Care Act (“ObamaCare”) that was signed into law in March of last year.  Under ObamaCare, employers with 50 or more full-time workers are required to offer a minimum mandated coverage or pay a penalty of $2,000 per employee per year.  “Full time” workers are those who provide at least 30 hours of service per week, with respect to any month. Many staffing firms have two separate groups of “full time” employees, internal permanent workers and “project based” employees who perform the consulting / freelance services to end clients.  Often, staffing firms offer two separate health care plans to these distinct “full time” employee groups.  One plan being a “traditional” plan offered / taken by internal permanent workers and a second plan being a “basic” plan offered / taken by “project based” employees.  These “basic” plans will almost certainly not qualify as “Obama blessed” plans meeting ObamaCare’s  mandates. What does this mean to staffing companies? If ObamaCare is not repealed, staffing companies will … Continue reading