On Thursday, the NLRB won its first courtroom victory in connection with its “ambush” or “quickie” election rule, which went into effect earlier this month.
Back on December 16, 2014 the National Labor Relations Board (“NLRB”), in its Pacific Lutheran University decision, announced a new standard for the exercise of its jurisdiction over religiously-affiliated colleges and universities; and a new standard for determining the managerial status of faculty members expanding on the Supreme Court’s Yeshiva University decision.
Employers concerned about the NLRB’s new “ambush” election rules have rightfully protested that the new procedures make it easier and faster for unions to hold an election certifying the union as the exclusive bargaining representative of employees.
Consider this employee’s Facebook post…
The National Labor Relations Board (NLRB) has adopted a final rule amending its representation–case procedures.
In October 2014, the United States Postal Service (USPS) disclosed a cybersecurity data breach affecting approximately 800,000 current and former employees.
Beginning on April 14, 2015, the National Labor Relations Board’s (“NLRB” or the “Board”) new representation case procedural rules will be applied to all representation petitions filed thereafter.
We have written previously about the expanding scope of social media activities that the National Labor Relations Act protects and the tight limits the NLRB places on an employer’s ability to discipline employees for work-related communications that take place online.
As discussed in an earlier post, shortly after the United States Postal Service reported a data breach potentially affecting hundreds of thousands of employees, the American Postal Workers Union filed an unfair labor practice with the National Labor Relations Board alleging the Postal Service should have bargained with the union over the impact and response to the security breach.