Showing 3 posts in Labor Relations.
On October 11, 2012, the Lansing Regional Chamber of Commerce hosted its annual Healthcare Forum. A half-day event, the Healthcare Forum brings together mid-Michigan leaders in the health care industry to provide updates on the latest issues. This year’s forum, titled “Countdown to 2014 – The Tools to Conform to Healthcare Reform,” drew nearly 100 attendees and featured topics including: Read More ›
Previously, the Foster Swift Health Care Law Blog notified you of an NLRB requirement for employers to display notices about employees' rights to organize a union. The notice requirement was delayed, and employers were not required to post the notice until April 30, 2012. On April 17, 2012, the United States Court of Appeals for the District of Columbia granted an emergency motion for injunction pending appeal and for expedited consideration related to the notice requirement. This was discussed in Foster Swift’s recent Employment, Labor & Benefits E-News. In particular, it is important to note that this court's decision means that employers are not required to post the notice until the court rules on the NLRB's authority to promulgate such a requirement. Oral arguments on this issue are expected to occur in September, 2012. Foster Swift's Employment, Labor & Benefits E-News and Health Care Law Blog will keep you posted on this issue. Read More ›
Categories: Employment, Labor Relations
The NLRB has decreed that, starting on January 31, 2012, health facilities must post a notice informing those on payroll of their rights to negotiate as a group and join a union…but stay tuned.
Currently, the notice is required to list:
- the rights that an employee has under the National Labor Relations Act ("NLRA");
- what is illegal for an employer to do under the NLRA;
- what is illegal for a union to do under the NLRA; and
- what to do if there has been a violation of rights under the NLRA.
The NLRB has copies of a sample notice available here. The notice may be printed on multiple pieces of paper, but it must be 11-by-17-inches in size and placed in a conspicuous location. The National Labor Relations Board (the "NLRB") finalized its rule requiring this notice in the August 30, 2011 federal register. Read More ›
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