Two women strikers from Ladies Tailors union on picket line during the garment workers strike, 1910, New York City - Library of Congress
Two women strikers from Ladies Tailors union on picket line during the garment workers strike, 1910, New York City – Library of Congress

The death of unions has been predicted time and again.

Each time a new round of statistics come out, we (me included) try to make some sense

As I indicated a few weeks ago, one of the goals of this blog this year is to stop chasing headlines.   The latest story about the NLRB demonstrates why.

Photo courtesy of Library of Congress circa 1947

Late last month, the D.C. Circuit Court of Appeals (which, as you might imagine, only covers Washington D.C.) ruled that recess appointments to the NLRB were invalid, calling into question dozens of decisions by the NLRB.  The case, Canning v. NLRB, is not a light read; it’s nearly 50 pages long. 

(As an aside, this recess decision should not be confused with the Connecticut General Assembly’s attempt to have labor law taught in the schools, presumably after recess.)

Unfortunately, the first instinct of some employment law blogs was to treat this decision as some type of watershed moment in history without providing the context for private employers — particularly those without unions. 

A notable exception was a thoughtful post by the Employer Law Report which was quick to note that “since the various appeals courts are not bound to adopt each other’s opinions, the impact will depend on where the NLRB’s decisions are being challenged and how those courts rule.” 

For employers in Connecticut — which falls within the Second Circuit Court of Appeals, and not the D.C. Circuit — that means that the decision is notable, but not yet binding.
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