Former National Labor Relations Board (NLRB) member Harry Johnson discusses employer obligations under the National Labor Relations Act relating to the closure of a unionized facility and offers perspective on how employers can lawfully implement a closure or relocation. Analyzing the NLRB’s recent decision in Dura-Line Corp., Harry highlights the evidence that the NLRB found to show valid reasons for a facility closure and, conversely, the facts that the NLRB did not consider indicative of anti-union discrimination.
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