Percolating for the last couple of years has been the question of whether a “savings clause” or a “disclaimer” in an employee handbook or policy manual would be sufficient to protect policies in the handbook from attack under the NLRA.
In previous posts about possible unionization by Northwestern University’s scholarship football players, I likened the National Labor Relations Board (“NLRB”) to referees who had committed a false start penalty and showed how the union’s game wasn’t just against Northwestern.
Northwestern University has released a statement emphasizing that the Regional Director ignored key evidence in ruling that football players at the University were employees subject to the jurisdiction of the National Labor Relations Act (NLRA).
For 2 days, the National Labor Relations Board (NLRB) heard from speakers on its proposed rules to accelerate the processing of union representation petitions and quicken the timing of elections.
The National Labor Relations Board continues its full-frontal attack on reasonable rules of conduct promulgated by employers in two recent cases issued at the beginning of April.
Earlier this year, the NLRB’s General Counsel (“GC”), who is responsible for enforcing the NLRA, continued the annual practice of attending the Mid-Winter Meeting of the Practice and Procedure Committee of the ABA Labor and Employment Law section.
The National Labor Relations Board yesterday began public hearings on proposed changes to its rules governing representation elections.
The National Labor Relations Board’s public hearing regarding its new election rules designed to shorten the time-frame for the conduct of union representation elections commences tomorrow and will end on Friday.
NLRB Ruling to Allow Northwestern University Football Players to Unionize May Have Broad Implications
The National Labor Relations Board (NLRB) recently ruled that Northwestern University football players who receive grant-in-aid scholarships and have not exhausted their playing eligibility are “employees” under the National Labor Relations Act, and therefore have the right unionize and engage in collective bargaining with their “employer.”