Skip to main content

Maine Senate Fails to Pass Union Busting Bill


Earlier this week, the Republican controlled Maine Senate failed to pass a bill that would have significantly diminished the power of unions in the state.  The bill, LD 1553, would have required union members in the state to vote every two years on whether or not to decertify their union.  If any labor union failed to receive a majority of votes in its favor, that union would subsequently be decertified and no longer would serve as the representative of the bargaining unit.  LD 1553 also went one step further and would have allowed employees of a decertified union to choose a new union at any particular time of their choosing.

This bill, which would have given employees far reaching control over their unions, failed to pass the state Senate by a 20 - 13 vote.  It is not surprising to see that all Democrats opposed this bill...although it is somewhat eye brow raising to see that five Republicans opposed the bill.  Although turning Maine into a right to work state (which this bill would have helped accomplish) has been a priority for Republican Governor Paul LePage, things will likely have to wait for the time being.  In the interim, this bill is headed to the Democratic controlled House.  If LD 1553 failed to pass in the Republican controlled Senate, I would not hold out much hope for its success in the House.


For additional information:  https://bangordailynews.com/2017/06/12/politics/maine-senate-dumps-proposal-to-hold-union-busting-votes-every-two-years/

For a copy of LD 1553:  http://legislature.maine.gov/LawMakerWeb/summary.asp?ID=280065099

Comments

Popular posts from this blog

NLRB: Discussion Among Employees About Tip Pooling is Protected Concerted Activity

  This Advice Memorandum from the National Labor Relations Board’s Associate General Counsel, Jayme Sophir, addressed whether employees which discussed and complained about tip pooling at work constituted protected concerted activity. In relevant part, an employer in New York operated a chain of steakhouses.  While tip pooling was in place at these steakhouses, some of the employees objected to it on the grounds that it was not transparent and improperly divided tips among the workers.  Employees were told not to complain or talk to each other about the tip pool and were told that doing so would endanger their jobs.  Despite the employer later attempting to provide some clarity as to how the tips were being divided, rancor still existed among some employees.  At one point, the employees were told by a general manager that some employees that had been talking about the tip pool were “cleared out” and the employer would continue to do so. In the Advice Memorandum,...

San Diego Rolls Back Vaccine Mandate For City Workers

Last Tuesday, the San Diego City Council voted to do away with the vaccine mandate for city employees. The city’s vaccine mandate that was in place required city workers to get the coronavirus vaccine or risk termination.  Perhaps to this surprise of no one, the city’s policy came under fire with 14 employees being terminated and over 100 other employees resigning.  With the coronavirus subsiding, including in Southern California, the San Diego City Council took action. Now, bear in mind, the repeal of the vaccine mandate does not take place immediately. With that being said, the mandate will be repealed March 8th.  I suppose the question now is, what other cities or regions follow San Diego’s lead? For additional information:   https://www.sandiegouniontribune.com/news/politics/story/2023-01-24/san-diego-repeals-controversial-covid-19-vaccine-mandate-citing-drop-in-cases-hospitalizations

NLRB: Former Employee Cannot Be Barred From Work Premises After Filing Wage Suit

MEI-GSR Holdings, LLC - NLRB Facts :  MEI-GSR Holdings, LLC d/b/a Grand Sierra Resort & Casino ("GSR") operated a facility that included a hotel, casino, restaurant, clubs, bars, and a pool which were all open to the general public.  Tiffany Sargent ("Sargent") was briefly employed by GSR as a "beverage supervisor" in December of 2012.  After her employment ended, Sargent continued to socialize at one of the clubs.  GSR had a long standing practice of allowing former employees to patronize its facility and did not prohibit Sargent from doing so.  In June of 2013, Sargent and another employee filed a class and collective action against GSR for alleged unpaid wages, in violation of the Fair Labor Standards Act and Nevada law.  In July of 2014, GSR denied Sargent access to an event at one of the clubs.  GSR followed up with a letter and stated that with the on-going litigation (from the wage suit), it decided to bar Sargent from the premises. ...