REMEDIES FOR UNFAIR PRACTICES; MISCELLANEOUS REMEDIAL PROVISIONS – Notices; Posting, Reading, and Mailing

Single Topic for Decision 2904Ea

View all topics for Decision 2904Ea

Full Decision Text (click on the link to view): Full Text

While PERB considers decisions of the National Labor Relations Board (NLRB) only for their persuasive value, NLRB precedent supports specifying exactly how an employer must provide notice of a decision against it. (See, e.g., HTH Corporation (2014) 361 NLRB 709, 713-716 [specifying the high level executives, supervisors, and managers who must attend spoken notice readings, with sign-in sheets required; and further requiring that notice of NLRB’s findings and separate explanation of rights be electronically posted and physically posted at worksite for three years, mailed to all employees, supervisors, and managers, published twice weekly for eight weeks in two local publications chosen by the NLRB, and provided to all new employees, supervisors, and managers within 7 days of hiring, for three years); United States Service Industries (1995) 319 NLRB 231, 232 [requiring that notice must be translated to Spanish, and specifying that operations manager must read the notice or be present while NLRB agent reads it, “because the record indicates that the employees view him as the personification of the Company.”]) (p. 40, fn. 14.)