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On March 31, 2020, the National Labor Relations Board (NLRB) announced that it had finalized a series of amendments to its blocking-charge policy, voluntary recognition bar, and rules governing Section 9(a) recognition in the construction industry.

The NLRB’s final rule containing the amendments was expected to take effect on May 31, 2020. However, on April 8, 2020, the NLRB announced that due to the ongoing national emergency caused by the COVID-19 pandemic, the final rule’s effective date is July 31, 2020.

Ogletree Deakins will continue to monitor and report on developments with respect to the NLRB and the COVID-19 pandemic and will post updates in the firm’s Traditional Labor Blog and the firm’s Coronavirus (COVID-19) Resource Center as additional information becomes available. Critical information for employers is also available via the firm’s webinar programs.


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Employment Law

Ogletree Deakins’ employment lawyers are experienced in all aspects of employment law, from day-to-day advice to complex employment litigation.

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Practice Group

Traditional Labor Relations

The attorneys in Ogletree Deakins’ Traditional Labor Practice Group have vast experience in complex and sophisticated traditional labor law matters. This includes experience advising and representing employers of all sizes and across virtually all industries in connection with union representation campaigns, collective bargaining negotiations, strike preparations, labor arbitrations, and National Labor Relations Board proceedings.

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