On June 27th, President Trump announced the selection of William Emanuel, an experienced management-side labor attorney in private practice, for the second of two vacancies on the National Labor Relations Board. The NLRB oversees and adjudicates union elections and disputes between employers, workers, and unions. It also enacts rules and regulations in furtherance of its role to enforce the National Labor Relations Act. As with last week’s nomination of Marvin Kaplan, the nomination will proceed to the Senate for confirmation proceedings.
If confirmed, the two Republican nominees, along with Chairman Philip Miscimarra, would shift control of the NLRB from Democrat to Republican. The Senate confirmation vote is expected to take place within the next few months.
Thomas Lenz handles all aspects of labor and employment law issues and heads the firm’s traditional labor and National Labor Relations Board practices. He works with employers in all major industries across California and the ...
Brent Garrett exclusively represents management in labor and employment matters. He is also a frequent contributor to the firm’s Labor Relations Blog, providing analysis and commentary about new developments in the area of ...
Other AALRR Blogs
- Private-Sector Employers Unaffected by the Supreme Court’s Janus Decision on Union Dues
- FAQ re Employees’ Weingarten Rights to Representation
- NLRB Vacates Its Hy-Brand Ruling on Joint Employer Liability
- U.S. Supreme Court Holds That Retirees’ Healthcare Benefits Clearly Expire When the Underlying Collective Bargaining Agreement Expires
- New Memo Reveals NLRB Is Considering Procedural Changes Potentially Beneficial to Employers
- Trump Selects Republican John Ring for the NLRB
- NLRB Overrides Specialty Healthcare and Returns to Prior Bargaining Unit Standard
- NLRB Issues Three Major Rulings Favoring Employers
- Changes at the NLRB: New General Counsel Confirmed and New Chairperson Expected
- Construction Company Liable for $76 Million for Fraudulently Creating Alter Ego Companies to Avoid Its Collective Bargaining Agreements