NLRB Rules Health Care Firm’s Pay Freeze Illegal
TL/DR –
The National Labor Relations Board (NLRB) has ruled that a health-care company broke federal labor law by unilaterally stopping nurses’ shift differential pay after agreeing to a collective bargaining agreement with the nurses’ union. The company, Twinbrook OpCo LLC, argued that continuing the shift differential pay would have constituted an unlawful modification of the agreement, but this was rejected by the NLRB. The board stated that the contract did not give the company the right to end differential payments without bargaining with the union, and the union did not waive its right to negotiate over the change.
NLRB Ruling: Health-Care Firm Violated Labor Law by Halting Nurses’ Pay
The National Labor Relations Board (NLRB) has ruled that a health-care company breached federal labor law by unilaterally stopping nurses’ shift differential pay after a collective bargaining agreement was reached with the nurses’ union.
The NLRB dismissed the assertion of Twinbrook OpCo LLC that continuing the shift differential payments following the initiation of its labor contract would have constituted an illegal modification of the agreement.
According to the NLRB, the contract did not empower the company to terminate the differential payments without negotiating with the union. Additionally, the union did not renounce its right to haggle over the alteration.
The NLRB’s decision on this matter hinged on…
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