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NLRB Issues Strategic Plan
December 17, 2018
The National Labor Relations Board (NLRB) has published its
strategic plan
for fiscal years 2019 through 2022. The plan, issued pursuant to the GPRA Modernization Act of 2010, which requires all federal agencies to publish a strategic plan, “includes the NLRB’s strategic goals, objectives, initiatives, strategies and associated performance measures for managing operations and assessing the NLRB’s achievements.”
In its plan, the NLRB sets out four major goals:
Promptly resolve labor disputes affecting commerce by fairly and efficiently investigating, settling, processing and adjudicating unfair labor practices under the National Labor Relations Act.
Promptly and fairly resolve all questions concerning representation of employees.
Achieve organizational excellence and productivity in the public interest.
Manage agency resources in a manner that instills public trust.
To achieve the Agency’s goals to reduce the processing time for unfair labor practice charges and representation cases, the NLRB wants a 20% total increase (5% per year) in timeliness in case processing of unfair labor practice charges over the next four years.
The NLRB said its staff should seek efficiency during all stages of unfair labor practice adjudication, including (1) the investigation of a charge, (2) the period between the issuance of a complaint and resolution by an administrative law judge, (3) the period between the issuance of the decision by an administrative law and a Board Order, and, (4) the period between a Board order and closing of a case.
The NLRB also estimates in the plan that its overall case intake will decrease by 500 to 1,000 cases during the upcoming fiscal year.
As the NLRB was issuing its road map for the next four years, it extended the comment period on its joint employer standard rulemaking to January 14, 2019, with rebuttal comments received through January 22, 2019.
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