Employers know that the National Labor Relations Board may scrutinize their policies to determine if they violate the National Labor Relations Act (the “Act”) – and specifically, Section 7’s protections for “concerted activity.”
The National Labor Relations Board (NLRB), in agreeing with an administrative law judge’s (ALJ) April 2013 ruling, has held that suspending and discharging a union member for refusing a drug and alcohol test after the employee demanded union representation is a direct violation of the National Labor Relations Act (NLRA).
When the U.S. Supreme Court decided in June that President Barack Obama’s three recess appointments to the National Labor Relations Board in January 2012 were invalid, NLRB Chairman Mark Gaston Pearce stated, “[The Board is] committed to resolving any cases affected by today’s decision as expeditiously as possible.”
If you have unionized workers, you know that a union gets to request information that may be relevant to it its functions. This includes information potentially relevant in deciding to grieve a matter or to assisting with bargaining.
Earlier this week, the National Labor Relations Board ruled that CNN must reinstate over 100 unionized workers who were laid off in a restructuring more than 10 years ago. And CNN is also required to pay those workers for lost pay and benefits stemming from their unlawful termination.
A new bill was introduced by Senate Republicans this week which aims to reform the structure of the National Labor Relations Board (NLRB).
If two Republican United States Senators have their way, membership on the National Labor Relations Board will be increased from five to six, and other significant changes will be made to the National Labor Relations Act.
Yesterday, Senator Lamar Alexander (R-TN) introduced a bill to curb what the Senator believes to be the Board’s “partisan” activities.
The NLRB recently issued another case on employer social media policies, ruling that clicking Facebook’s “Like” button can constitute “protected, concerted” employee activity under the National Labor Relations Act (NLRA).