This is not just a game of he-said-she-said; there’s a missing jigsaw piece in Hudson’s argument.
Moreover, the NLRB points to the established “longstanding case law,” which suggests that employer-wide units usually receive approval, barring any compelling evidence to the contrary.
A Glimpse Into the Past
Peeling back the layers, we find that this isn’t the first round of this duel.
In August 2021, the union ignited the spark by filing a petition, aiming to voice the rights of legal writers, editors, paralegals, and other administrative personnel at Hudson.
By December, the NLRB swatted away pleas from Hudson’s antecedents, Hudson APC and HIPR Pacsoft Technologies, striving to thwart a mail-ballot representation election.
The ruling? Those proposed for the unit aren’t supervisors. And, come March, Hudson was handed the NLRB’s decree: negotiate with the union.
Yet, in a counter-move reminiscent of a thriller’s climax, Hudson made a plea in June to the Fifth Circuit.
Their grievance? The NLRB’s certification of the union was flawed. According to Hudson, there was too much diversity in skills, job roles, and locations among the employees for a universal unit to be appropriate.
Stakes Are High, and Silence Speaks Volumes
While the tension is palpable, representatives from both sides remained unreachable for a statement. One can only imagine the strategizing happening behind closed doors.
NLRB Bargaining Order: Legal Eagles in the Fray
Representing Hudson in this legal tango are Maureen Rouse-Ayoub, Neil E. Youngdahl, and Ashleigh E. Draft from Varnum LLP. On the opposing side, champions for the NLRB are Ruth E. Burdick, Usha Dheenan, and Brady Francisco-FitzMaurice.
