How the NLRB treats employer statements made to employees in the context of union organizing or other protected activity has been a frequent topic of discussion.
With
Joshua Fox,
Austin McLeod
On February 4, the NLRB granted United Federation of Teachers, Local 2, AFT, AFL-CIO's (the "Union") request for review of the Regional Director's Decision and Direction of Election
The right of employees to band together for purposes of bringing grievances to their employer is at the very core of the National Labor Relations Act, as embodied in Section 7.
There have been many precedent changing decisions coming from the NLRB in the last few years. Few of these changes were more hotly contested
We recently saw interesting decisions from the NLRB including cases about the employer's duty to provide information about tax cuts, the lawfulness of litigation holds ...
Another area of complexity comes from whether a decertification petition will be processed in the face of unfair labor practice charges filed by the incumbent union.
Last year about this time, the NLRB changed the standard for reviewing handbook rules. The new standard takes into consideration the fact there are many other interests other than the NLRA
The NLRB recently made public its NLRB Strategic Plan FY 2019-FY2022 wherein it states it wants to reduce time to handle cases before it by 5% per year at each stage of the case processing.
In prior posts, we have discussed how information requests made in the context of a bargaining relationship can be vexing.
A union, an employee or an employer can all file a representation petition with the NLRB.
The Board issued an interesting decision discussing an employer's successful efforts to repudiate unlawful conduct, which we'll get to in a minute.
The NLRB has been in a period of dormancy.
As we hurtle toward Labor Day, and the probable onslaught of decisions, and as NLRB Member Pearce's tenure ends on August 27, the Board has been issuing a steady stream of cases.
The Department of Labor fully rescinded the 2016 changes made to the Persuader Rules. The DOL concluded that the 2016 rule changes "exceeded the authority of the Labor-Management Reporting ...
Since December 2017, when the Board issued a number of decisions which restored precedent that had been changed in the last few years, (discussed here, here, here, and here) ...
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