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Posts in National Labor Relations Act
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Recent Posts
- 5th Circuit Reminds Employers to Follow Requirements of Arbitration Agreement
- Supreme Court Approves Waiver of Class/Collective Actions In Arbitration Agreements. What Does it Mean for Employers?
- Easy as ABC: California High Court Mandates New Test for Independent Contractors–Most Workers Should Now be Classified as Employees
- Higher Learning: Employees of Educational Institutions Likely Protected From Sexual Orientation Discrimination under Title IX
- Face/Off: The Illinois Biometric Information Privacy Act Spawns a Wave of Class Action Lawsuits
- The Supreme Court Gives Employers the Green Light, Will No Longer Narrowly Construe FLSA Exemptions
- Silence Just Became More Expensive: Trump Tax Reform Requires Employers to Choose Between Tax Deduction and Confidentiality of #MeToo Settlements
- Employers Face Risks Despite State Sexual Harassment Allegations in the Post-Weinstein Era, Placing Higher Emphasis on Internal Investigations
- The DOL’s Wage & Hour Division “Dusts-Off” Shelved Opinion Letters
- U.S. Department of Labor Revision of Intern Test Provides Clarity to Employers
Showing 2 posts in National Labor Relations Act.
NLRB Continues to Make Non-Union Employers Nervous
Last month, the National Labor Relations Board issued two more significant decisions reminding employers – unionized and non-unionized alike – that they may indirectly be subject to the National Labor Relations Act in ways previously unrealized. They did so by making it more difficult for employers using contracted staff or buying the assets of unionized employers to avoid either an obligation to bargain with unions representing the staffing company or predecessor’s employees, or even being locked into the terms unions may have had with those employers upon buying the assets of another employer. Read More ›
Employers Beware: Employees May Disparage You Without Risking Their Jobs
On March 25, 2016, the U.S. Court of Appeals upheld a finding by the National Labor Relations Board (NLRB) that Jimmy John’s sandwich makers were wrongfully terminated after posting hundreds of signs insinuating that the sandwiches they make could make customers sick. According to the NLRB and the court, those employees were engaging in concerted activities protected under the National Labor Relations Act (NLRA). MikLin Enterprises v. NLRB, Case No. 14-3099 (8th Cir. Mar. 25, 2016). Read More ›