Does a PEO arrangement impact a collective bargaining agreement?
No. PEO’s work equally well in union and non-union work sites. The National Labor Relations Board (NLRB) recognizes that in co-employment relationships, work site employees are appropriately included in the client employer’s collective bargaining unit. Where a collective bargaining agreement exists, PEO’s fully abide by the agreement’s terms. PEO’s endorse the rights of employees to organize, or not organize, under state and federal laws. • Do PEO’s need to be licensed to provide insurance benefits to their workers? Like other employers, a PEO may sponsor employee benefit plans for its work site employees. Such benefits may be mandated by law, such as workers’ compensation and unemployment benefits. Or they may be voluntary benefits that will help attract and retain quality employees, such as health, life, dental and disability insurance. PEO’s as employers may sponsor or acquire programs for their employees.
PEOs work equally well in union and non-union workplaces. The National Labor Relations Board (NLRB) recognizes that, in co-employment relationships, worksite employees may be included in the client employer’s collective bargaining unit. Where a collective bargaining agreement exists, PEOs fully abide by the agreement’s terms. PEOs endorse the rights of employees to organize, or not organize, according to standards of the NLRB.
No. PEOs work equally well in union and non-union worksites. The National Labor Relations Board (NLRB) recognizes that in co-employment relationships, worksite employees are appropriately included in the client employer’s collective bargaining unit. Where a collective bargaining agreement exists, PEOs fully abide by the agreement’s terms. PEOs endorse the rights of employees to organize, or not organize, under state and federal laws. Back to the top.
Related Questions
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- Does a PEO arrangement impact a collective bargaining agreement?
