President Donald J. Trump has named Board Member Marvin E. Kaplan Chairman of the National Labor Relations Board.

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Information Technology Specialist (INFOSEC) This position is in the Office of the Chief Information Officer (OCIO), Information Assurance (IA) Branch.<br> <br> The Branch is responsible for the Agency Risk Management Framework (RMF) Program. Th...

The NLRB is hiring an Information Technology Specialist (INFOSEC) in our Washington, DC office.

See the job posting for more details: www.usajobs.gov/job/828405000

In furtherance of the NLRB’s Diversity, Equity, Inclusion, & Accessibility program, the Agency has issued an Inclusive Writing Guide.

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General Attorney (Labor) This position is located in the Appellate and Supreme Court Litigation Branch (ASCLB) of the Division of Enforcement Litigation. The incumbent serves as a General Attorney working under the supervisi...

The NLRB is hiring for a General Attorney (Labor) in our Washington, DC office.

See the job posting for more details: www.usajobs.gov/job/826726600

A graphic that says, "Happy Holidays from the National Labor Relations Board." Below the text is a wintery scene with snow covered pine leaves and pinecones.

🎄 🕎 🕯️🟥 🟩 ⬛ Happy Holidays from the National Labor Relations Board! ✨

This season, we celebrate the strength, resilience, and dedication of workers and employers across the nation. May your holidays be filled with joy, peace, and time with loved ones.

A photo of Chair Wilcox

Today, President Biden designated Gwynne A. Wilcox as Chair of the National Labor Relations Board.

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Thank you for your service, Chairman McFerran!

A quote graphic. Black text over a white background reads, "Today's decision makes clear that an employer has the obligation to bargain over changes to wages and working conditions, unless the union expressly yields its right to bargain over an employer's decision." - Chairman Lauren McFerran." Next to the text is a photo of two colleagues shaking hands.

"Returning to the clear and unmistakable waiver standard better serves the pro-bargaining policy of the Act." — Chairman Lauren McFerran.

The Board explained that the return to the “clear and unmistakable waiver” standard better accomplishes the central statutory policy goal of the National Labor Relations Act: to promote industrial peace by “encouraging the practice and procedure of collective bargaining.”

In Endurance, the Board overruled MV Transportation, Inc., 368 NLRB No. 66 (2019), in which an earlier Board had adopted the “contract coverage” test, which made it easier for employers to avoid engaging in collective bargaining over workplace changes.

Today’s decision in Endurance Environmental Solutions, LLC restores that standard, previously followed by the Board for more than 70 years and endorsed by the Supreme Court.

Black text over a light blue background reads, "Board Returns to 'Clear and Unmistakable Waiver' Standard." Next to the text is a photo of five colleagues around a conference table editing different pieces of paper.

Today, the Board restored the “clear and unmistakable” waiver standard for evaluating employers’ defenses to claims that they unlawfully changed working conditions of union-represented employees without giving the union notice and opportunity to bargain.

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The background is a wooden floor. Yellow and white text reads, "Happy Thanksgiving From the National Labor Relations Board." On the left hand side is a photo of a Thanksgiving feast including turkey and decorative pumpkins and apples.

Happy Thanksgiving from the NLRB! 🦃🍂

Today we’re grateful for the hardworking individuals across the country who contribute to our communities every day. As we gather with loved ones, we also celebrate the rights of workers to come together and have a voice in the workplace.

The NLRB today announced the appointment of Administrative Law Judges Geoffrey Carter and Michael Rosas as Associate Chief Judges to help administer the Washington, D.C. office of the Judges Division. They will assume their new duties at the beginning of December.

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A quote graphic. White text over a navy blue background reads, "Ensuring that workers can make a truly free choice about whether they want union representation is one of the fundamental goals of the National Labor Relations Act. Captive-audience meetings - which give employers near-unfettered freedom to force their message about unionization on workers under threat of discipline or discharge - undermine this important goal." - Chairman McFerran.

“Today’s decision better protects workers’ freedom to make their own choices in exercising their rights under the Act, while ensuring that employers can convey their views about unionization in a noncoercive manner.”-Chairman McFerran

A photo of a man wearing a pink shirt and dark jeans looking sternly at three employees all seated and staring at him. They are in a modern office setting.

Employers are, however, free to hold meetings expressing their views on unionization so long as workers are informed in advance about the topic of the meeting, that the meeting is voluntary, and that no attendance will be taken.

3️⃣: Required attendance lends a coercive character to the message regarding unionization that employees are forced to receive. It demonstrates the employer’s economic power and reasonably tends to inhibit employees from acting freely in exercising their rights.

2️⃣: Captive audience meetings provide a mechanism for an employer to observe and surveil employees as it addresses the exercise of employees’ Section 7 rights.

The Board explained why captive audience meeting interfere with employees’ rights 👇

1️⃣: They violate an employee’s right under Section 7 of the Act to freely decide whether, when, and how to participate in a debate concerning union representation, or refrain from doing so.

Red text over a white background reads, "Board Rules Captive-Audience Meetings Unlawful." Next to the text is a photo of five employees seated listening to their boss give a presentation.

Today, the Board ruled that, going forward, an employer will violate the National Labor Relations Act by requiring employees to attend “captive-audience” meetings in which the employer expresses its views on unionization under threat of discipline or discharge.

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An American flag with the text: Honoring all who have served. The NLRB's logo is in the corner.

On #VeteransDay, the NLRB honors the dedication and service of our veterans. We recognize the important role veterans play in our workforce and are committed to ensuring they have the rights and protections they deserve. Happy Veterans Day, and thank you to all who have served!

A quote from Chairman McFerran saying: By evaluating employer predictions regarding unionization in a careful and case-specific manner, the Board better protects workers’ right to make a free and fair choice about union representation while respecting an employer’s prerogative to share their views in a non-coercive manner.

“The rule that we return to today brings greater consistency to the Board’s approach in evaluating potentially threatening statements,” said Chairman Lauren McFerran.

If an employer’s prediction is not grounded in objective fact or predicts negative consequences that would result from the employer’s own actions, it is “no longer a reasonable prediction based on available facts, but a threat of retaliation based on misrepresentation and coercion.”

The Board will analyze such statements under the same longstanding test it uses to evaluate other potentially threatening or coercive statements. This approach is grounded in the Supreme Court’s decision in NLRB v. Gissel Packing Co.

The Board overruled Tri-Cast, which had deemed most employer statements about the impact of unionization on the relationship between individual employees and their employer to be categorically lawful. Now 👇

A photo of an employer talking to a worker with the text: Board Restores Prior Standard Governing Employer Predictions about Unionization’s Impact on Employer-Employee Relationship

Today, the Board issued a decision in Siren Retail Corp. dba Starbucks clarifying the test that it will use to evaluate whether an employer’s predictions about the impacts of unionization on its relationship with individual employees are unlawful threats. www.nlrb.gov/news-outreac...

Black Halloween-font text over an orange background reads, "Happy Halloween from the NLRB (and our pets!)" Below the text are photos of four animals: an orange and black cat dressed as a pumpkin, a small dog dressed as a hot dog, a black and white cat dressed as pirate, and a larger dog wearing a pumpkin themed sweater.

🎃👻 Happy Halloween from the NLRB! 👻🎃 We hope your day is all treats, no tricks — especially in the workplace! Stay safe, have fun, and know we’re here to help protect your rights every day of the year. 🧙‍♀️🍬

The National Labor Relations Board today announced the appointment of Ruth Blevins as the Agency’s Inspector General.

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A quote graphic. Black text over a light background reads, "The Board has made it a priority to resolve representation cases quickly and fairly. But additional resources are necessary to enable the NLRB to expand staffing capacity and ensure that the workers, employers, and unions that rely on our agency benefit from timely elections." - Chairman McFerran.

While more union election petitions are being filed and the Agency is processing them faster, the NLRB is facing a severe funding crisis.

The new election rule, coupled with the Board’s Cemex decision, restores integrity to the NLRB’s election process and allows workers to more effectively exercise their fundamental rights.