Abstract
The arrival of notification from the NLRB that a union has filed an election petition is oftentimes the first time an employer pays attention to union prevention strategy. An unusual email arrives seemingly out of the blue from an “nlrb.gov” email address with dozens of pages of attachments. The site manager speaks to human resources or a chief executive to figure out what it means… and what to do. A lawyer is often called and a handful of email and phone solicitations start arriving from consultants promising to communicate with your employees about the negative realities of unionization.
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