As our readers may recall, last year HRLegalist previously reported how the National Labor Relation Board’s (“Board”) quickie election rules would impact an employer’s ability to counter a union’s organizing efforts by expediting the election process and effectively limit the employer’s ability to raise pre-election challenges to protect the rights of their employees.  We also pointed out that the new rules imposed technical obligations on employers that could prove to be potential minefields if not strictly followed.  Earlier this month, the Board emphasized that point in confirming that an employer’s “technical” failure to send a copy of a voter list to a union warranted setting aside an election that the union had lost by an overwhelming margin, even though the union had timely received a copy of the same voter list from the Board’s regional office that was conducting the election.  Continue Reading