Federal Register/Vol. 76, No. 168/Tuesday, August 30, 2011/Rules and Regulations 54049 are required to bargain in good faith ina practices, and for remedying conduct § 104.213 What remedies are available to genuine effort to reach a written, binding that the Board finds to be unlawful. See cure a failure to post the employee notice? agreement setting your terms and conditions NLRA Sections 10-11, 29 U.S.C. 160- (a) If the Board finds that the ofempluyment Die unluact wamined te 61, and 29 GFR part 102, subpart B. respondent employer has failed to post fairly represent you in bargaining and 2 ? : : enforcing the agreement. § 104.211 What are the procedures for Ip xequived eifiployes HOLES As “Tegal conduct will not be permitted. If filing a charge? alleged, the respondent will be ordered you believe your rights or the rights of others to cease and desist from the unlawful have been violated, you should contact the (a) Filing charges. Any person (other — conduct and post the required employee NLRB promptly to protect your rights, than Board personnel) may file a charge notice, as well as a remedial notice. In generally within six months of the unlawful —_ with the Board alleging that an some instances additional remedies may Violations without ycur employer or anyone °™2Ployer has failed to post the be appropriately invoked in Keeping else being forall of the inquiry. Charges employee notice as required by this ace the Board s romedia] authority. may be filed by any person and need not be part. A charge should be filed with the if y emp oyertae 1 an f i filed by the employee directly affected by the Regional Director of the Region in retalates against a0 employee JOT, WAN violation. The NLRB may order an employer Which the alleged failure to post the charges or testifying at a hearing to rehire a worker fired in violation of the required notice is occurring. concerning alleged violations of the law and to pay lost wages and benefits, and (b) Contents of charges. The