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U.S. Master™ Wage-Hour Guide, 2009 Edition 
Presents a first approach to the broad and complex controls under the Fair Labor Standards Act (FLSA), Family and Medical Leave Act (FMLA), and other statutes regulating employee wages and hours.
On December 1, 2009, National Labor Relations Board General Counsel Ronald Meisburg released a summary of the agency’s activities for Fiscal Year (FY) 2009, which showed that the NLRB’s overall caseload held steady while union election petitions dropped significantly from the previous year.
According to the year-end report, the agency's 51 regional offices conducted 1,690 initial representation elections in FY 2009, compared to 2,085 initial elections in FY 2008. Total representation case intake was 2,912 in FY 2009, a 14.4% decrease from the previous year's intake of 3,400.
Meanwhile, the number of unfair labor practice charges filed increased in FY 2009 to 22,941 from 22,501 the previous year. Total case intake during FY 2009 was stable at 25,853, compared to 25,901 in FY 2008. The working inventory of cases at the end of FY 2009 was 4,113, up from 3,570 at the end of FY 2008.
Also of note in FY 2009:
A total of $77,611,322 was recovered on behalf of employees as back pay or reimbursement of fees, dues and fines, and 1,549 employees were offered reinstatement.
Regional offices conducted 95.5% of all initial elections within 56 days of the filing of the petition.
A 95.2% settlement rate was achieved in the regional offices in meritorious unfair labor practice cases.
Regional offices won 89.8% of Board and administrative law judge unfair labor practice and compliance decisions in whole or in part in FY 2009.
Agency representatives participated in over 575 outreach events.
The NLRB’s FY 2009 activities were achieved with an average field professional staff of 807 employees, 14 less than the 821 employees in FY 2008.
The NLRB’s year-end report can be found at: http://www.nlrb.gov/shared_files/GC%20Memo/2010/GC%2010-01%20Summary%20of%20Operations%20FY%2009%20.pdf.
For more information on this and other topics, consult CCH Employment Practices Guide or CCH Labor Relations.
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