Joel Dillard, P.A.

Representing Mississippi Workers

Obama Vetoes a CRA Challenge to the new NLRB Election Procedure Rules

Good news coming out of Washington - the President has thwarted an attempt to torpedo some commonsense and long overdue changes to NLRB rules. The President's statement can be read by clicking here. The rules in question amend the NLRB's election procedures, where employees vote to decide whether or who they wish to speak on their behalf at work. The rules appear very likely to go into effect as scheduled on April 15th (barring a problem in litigation) and I am very excited about it.

You see, in my time working at the National Labor Relations Board (NLRB), I spent the better part of four years working on these rules. The rule is difficult to summarize - I'll write a post for April 15th going into more detail - so for now I'll just refer you to some of the publically available material I've worked on in the following links, in approximately reverse chronological order. My favorites are in bold.

This site is for general information only, and creates no attorney-client relationship. Sending inquiries to the firm does not create an attorney-client relationship.

To get legal advice about an employment law, labor law, federal employee law, whistleblower protection, labor unions, worker cooperatives, immigration, discrimination, harassment, wrongful termination, severance, or any related question, you must first have a conflicts check by the firm. We represent exclusively workers, worker cooperatives and unions, but we still must check for potential conflicts of interest, for example, between a supervisor and employee.

First provide the firm with your name, and the name of the person you are making claims against - and no other information. This allows the firm to check for such conflicts of interest. Until you receive confirmation from an attorney that there is NO CONFLICT, none of the information you provide will be considered confidential. Do NOT provide any confidential information before we have asked you to do so.

Once we have confirmed there is no conflict, you may discuss your matter with the attorney in a little more detail, and, if requested, make an appointment. If at your appointment the firm accepts you as a client in writing, then the attorney will be able to provide you with employment law advice.

.

.

.