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- Comp & Benefits
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- Culture & Values
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I have been working at National Labor Relations Board full-timePros
We get to neutrally enforce an Act that many believe to promote democracy in the workplace. In this connection, we apply the given case law based on the credible evidence and not based on selectively defending a client's interest. When we research cases, we apply the actual holdings in those cases, doing our best to not ignore other relevant precedent.
Agents are given caseloads with a remarkable amount of autonomy. The cornerstone of the job is to take affidavits. If the Region determines that a charge has merit based on the (mostly sworn) evidence, attorneys will try the case before an Agency Administrative Law Judge.
Especially for non-JDs, the salary, benefits, and work-life balance are excellent: It's an intellectually challenging legal job for which a JD is not necessary. For JDs, you have to really love the Act, because you will not get any substantive exposure to other areas of the law. Turnover is historically low, but some Regions are known for their high turnover, especially Regions 5 and 29.Cons
Training and close supervision in some Regions is nonexistent, requiring agents to fake it until they make it. In spite of the lack of training, agents are often held independently responsible for missteps, even though supervisors have not even read the case file throughout the entire investigation period. Variability in supervision is so high both inter- and intra-Region that one often wonders what the role of a supervisor in the Agency actually is.
Though the salary rises quickly and tops off to a comfortable amount, it then stays the same for the majority of one's career. Combined with only meager bonuses and even more meager raises for promotions, it's a recipe for low motivation and low incentives to improve over time. As with other bureaucracies, certain people have been promoted to their level of incompetence and stay in the Agency far too long. To be fair, part of the reason is the lack of alternatives at the same income level. That can mostly be attributed to the decline of unions in the US, and the concomitant irrelevance of labor law.Advice to ManagementAdvice
Get 360 feedback for supervisors. Get exit interviews for those who leave. Many lower-level employees are afraid to speak up about the coercive and negligent management styles of the first-level supervisors. Make it easy to complain about absentee or malicious supervisors. Formally encourage teamwork by assigning multiple agents to a single case. Often helpful colleagues are not recognized for their teamwork efforts, except on a generalized level.RecommendsNeutral OutlookApproves of CEO
Getting an Interview
Getting an Interview
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I applied through other source. The process took 5 days - interviewed at National Labor Relations Board.Interview Details
Submit resume, interview locally.Interview Questions
Negotiation DetailsnoneAccepted OfferPositive ExperienceEasy Interview
- Why do you want this job? Answer Question
Boss not treating you right? See the National Labor Relations Board (NLRB). It investigates and rectifies unfair labor practices by employers and unions; it also conducts elections to see if employees want union representation and helps determine which union is the most appropriate. Congress created the NLRB as an independent agency in 1935 to administer the National Labor Relations Act. The act covers relationships between private sector unions and employers involved in interstate commerce except airlines, railroads, the government, and agriculture. The NLRB acts through...