California Labor &
Employment Law Blog
Feb 22, 2011

NLRB Warns of Extended Shutdown and Furloughs

Topics: Legal Information

NLRB Chairwoman Wilma Liebman announcedlast weekthat the NLRB budget would be severely impacted if the House budget bill was to pass. Liebman stated that the NLRB would lilkely have to furlough all of their employees for nearly three months (55 workdays) between now and September if the bill passes. A vote on the bill (HR1) is expected soon.

In her statement Liebman explained:

"Nearly all of the agency's budget is spent on salaries and rents; there are no programs to eliminate or postpone. The only way to meet this extreme and immediate reduction would be to furlough all of the NLRB's 1,665 employees for 55 workdays, or nearly three months, between now and the end of September. The great majority of these employees work far from Washington D.C., in 51 local offices, where every NLRB case begins. The economic impact of this cut would be felt by families and communities in 33 states.

If enacted, the House proposal could force the NLRB to curtail all agency operations, including investigating alleged illegal practices by private sector employers and unions, conducting workplace elections, and helping to settle election-related disputes. Regulation of a broad range of conduct, such as unlawful lockouts of workers, termination of union organizers, refusals to bargain with unions selected by workers, unilateral changes to contract provisions covering such things as health insurance and pensions, unlawful strikes, picket line violence, and secondary boycotts, would be stalled if this proposal were adopted."

Such a shutdown would be unprecedented and depending on where they are in negotiations/impasse, could even have some effect on whether we have an NFL season next year, given the timing outlined by Chairwoman Liebman. Stay tuned for further updates.

About CDF

For over 25 years, CDF has distinguished itself as one of the top employment, labor and immigration firms in California, representing employers in single-plaintiff and class action lawsuits and advising employers on related legal compliance and risk avoidance. We cover the state, with five locations from Sacramento to San Diego.

> visit primary site

About the Editor

Robin Largent has a regular presence in California state and federal courts and has been lead defense counsel and appellate counsel for large and small California employers in litigation (and arbitration) ranging from individual discrimination and harassment claims to complex wage and hour representative and class actions. She also leads the firm’s appellate practice, having substantial experience and success handling appeals, writ petitions, and amicus briefs in both state and federal court on issues such as class certification (particularly in the wage and hour arena), manageability and due process concerns associated with class action trials, exempt/non-exempt misclassification issues, meal and rest break compliance, trade secret/unfair competition matters, and the scope of federal court jurisdiction under the Class Action Fairness Act.
> Contact   > Full Bio   Call 916.361.0991

CDF Labor Law LLP © 2021

About CDF What We Do Contact Us Attorney Advertising Disclaimer Privacy Policy Cookie Policy