Latest Case: Crozer-Chester Medical Center v. National Labor Relations Board (Labor & Employment Law)

In Ruth We Trust: How the Pregnant Workers Fairness Act Can Promote Women’s Equal Citizenship and Justice Ginsburg’s Legacy

JOANNA L. GROSSMAN

In honor of the late Justice Ruth Bader Ginsburg, SMU Dedman School of Law professor Joanna L. Grossman explains how the Pregnant Workers Fairness Act (PWFA) can promote women’s equal citizenship and protect Justice Ginsburg’s legacy of shaping gender equality. Grossman argues that the PWFA could help break down entrenched occupational segregation in the American economy, and, in so doing, honor Justice Ginsburg’s lifelong commitment to ensuring that women can be full members of society.

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A Half Century After Its Publication, What Can “The Greening of America” Tell Us About the United States Today?

RODGER CITRON

In recognition of the 50-year anniversary of the publication of Charles Reich’s “The Greening of America,” Touro law professor Rodger D. Citron explains what Reich actually said in “The Greening,” explains why it generated such a strong response, and reflects on what the piece has to say about the fractures of our current moment. Citron cautions that the promise of a new consciousness is as alluring—and may be as illusory—as it was when Reich wrote the article and book, 50 years ago.

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Crozer-Chester Medical Center v. National Labor Relations Board

Docket: 18-1640

Opinion Date: September 24, 2020

Judge: Michael A. Chagares

Areas of Law: Labor & Employment Law

A union representing healthcare network employees learned that the network was being sold to another entity and that the sale agreement contained information bearing on the terms and conditions of its members’ employment. The union asked for a full copy of the agreement for “effects bargaining.” The employer, asserting that the agreement was confidential and not relevant to collective bargaining, refused to provide any of it. The union filed unfair labor charges with the National Labor Relations Board, which found that at least part of the agreement was relevant and that the employer violated the National Labor Relations Act, 29 U.S.C. 151. The Board ordered the employer to provide a complete, unredacted copy. The Third Circuit affirmed in part. Substantial evidence supported the Board’s conclusion that the employer violated the NLRA. The duty to bargain in good faith includes the general obligation of an employer to provide information that is needed by the bargaining representative for the proper performance of its duties. The Board abused its broad remedial discretion in ordering the employer to disclose the entire agreement; the Union never established the relevance of the entire agreement. When a union requests relevant, yet confidential information, the Board is required to balance a union’s need for the information against any legitimate and substantial confidentiality interests established by the employer.