The NLRB adopted a get-tough remedy last week involving information requests.  United States Postal Service Roswell, GA, September 12, 2014.  Charges filed by National Association of Letter Carriers Branch #4862.

Based on the above findings of fact, the Formal Settlement Stipulation, and the entire record, and pursuant to Section 10(c) of the National Labor Relations Act, as amended, the National Labor Relations Board orders that:

ORDER   (10-CA-120885)

  The Respondent, United States Postal Service, Roswell, Georgia, its officers, agents, successors, and assigns shall:

  2. Take the following affirmative action necessary to effectuate the policies of the Act. [apparently, indefinitely]

  (a) On request, provide the Union with necessary and relevant information in a timely and appropriate manner.

  (b) Each information request tendered by the Union, orally or in writing, shall be recorded in a log at Respondent’s Roswell, Georgia facilities. The log shall include the following information: a brief description of the information requested; the name of the individual who is making the request; the name of the supervisor who received the request; the date the request was made; and the date that Respondent’s manager or supervisor provided the Union with the requested information.

  If the manager or supervisor, having reviewed the documents requested, believes that the Respondent will need additional time, the manager or supervisor will inform the Union in writing, requesting additional time and explaining the need for the additional time.

  (c) Each manager and supervisor who is designated to receive union requests for information at the Respondent’s Roswell, Georgia facilities will receive annual training which encompasses how to maintain the log, and how to tender the relevant information requested by the Union; each such supervisor and manager will sign an acknowledgment form attesting to the fact that he or she has completed said training. A copy of this acknowledgement form shall be maintained in the supervisor’s or manager’s training and history files. Union stewards will be granted access to the log, on request. Supervisors or managers who fail to reasonably supply relevant information to the Union will have this fact mentioned in the “corrective action” column of the semi-annual audit report provided to the district manager and district manager of human resources. A repeated violation could lead to discipline of said supervisor or manager.

  (d) Union stewards must be notified when the manager or supervisor who is designated to receive Union requests for information at Respondent’s Roswell, Georgia facilities has changed.

  (e) The Respondent’s legal department or its labor relations department shall conduct semi-annual audits of the logs at the Respondent’s Roswell, Georgia facilities to ensure that the information requested by the Union is being handled in a timely and appropriate manner, and to ensure the logs are being properly maintained. Following the audit, the legal department or labor relations department shall tender, in writing, a written report that will be forwarded to the district manager and district manager of human resources.

  United States Postal Service  (10-CA-120885)  Roswell, GA, September 12, 2014