Case: Labor Relations/Refusal to Bargain (N.L.R.B.)

A hotel operator in New York City was found not to have been required to bargain over the effects of a decision it made that impacted the precise working conditions of the housekeeping staff. The NLRB reversed the finding of the administrative law judge, saying that the effects of the decision had not been foreseeable, and that the union didn’t try bargaining about the effects once they became known by both sides.