The National Labor Relations Board has won a second legal victory in connection with its “quickie” election rule.
An employer lawfully prohibited employees who interact with customers from wearing t-shirts printed with the words “Inmate” and “Prisoner” and containing black and white horizontal stripes, a federal appeals court has held, rejecting a 2-1 decision of the National Labor Relations Board.
In April 2015, the National Labor Relations Board (NLRB) implemented a rule that effectively speeds up the time in which union representation elections occur.
As we reported in an earlier blog post, the National Labor Relations Board issued the American Baptist Homes of the West (“Piedmont Gardens”) decision in December 2012, overturning more than 30 years of precedent shielding witness statements from disclosure.
Another federal court, this one in Washington, D.C., has come down on the side of the NLRB’s new election rule.
Those of you following the controversial recent revisions to the National Labor Relations Board’s union election rules know that those rules went into effect in April of this year, over a Congressional disapproval resolution.
AT&T Connecticut and the Communications Workers of America were embroiled in bitter contract negotiations in 2009.
If you are a unionized employer, you almost certainly know that your employees have something called “Weingarten” rights, meaning that unionized employees may request (and must then receive) union representation as a condition of participation in any interview the employee reasonably believes may result in disciplinary action.
“Common sense sometimes matters in resolving legal disputes.”
In a refreshing decision for employers, the D.C. Circuit Court of Appeals earlier this month tossed an eyebrow-raising NLRB decision which permitted AT&T customer-facing and publicly visible technicians to wear faux prison garb in customers’ homes and in public.