As if you didn’t already have enough reasons to stay on employees’ good sides. Now the federal government is making it easier for disgruntled workers to file charges against their employers.
In recent years, courts and the National Labor Relations Board (NLRB) have given unions broad free speech rights. But now, a jury verdict has shown employers they can fight back if a union resorts to harmful bullying tactics in an attempt to organize workers.
To help employers craft handbooks that don’t violate the National Labor Relations Act, the National Labor Relations Board has issued a compilation of rules it has found to be illegal — and rewritten them to illustrate how they can comply with the law.
The National Labor Relations Board (NLRB) has struck again in the name of protecting employees’ speech rights.
Yet another common employer policy has come under fire from the National Labor Relations Board (NLRB). It doesn’t matter if your workforce is unionized or not — if you’ve got this policy, it could be deemed illegal.
One federal agency continues to take the shredder to common, and seemingly harmless, employer policies. And this time, it may have made its most head-scratching move of them all.
The NLRB’s “quickie election” rule has survived another court challenge — and it could be the last one.
A U.S. appeals court just issued some news employers will find very disturbing: There are times when employers have to just stand by and watch their workers disparage their businesses.
Finally, we’ve got it in writing: The National Labor Relations Board’s employee handbook guidelines defy logic.
Just when we all thought the argument over which test to use to determine if someone’s an independent contractor or not was settled by the DOL, two more tests (one old, one new) enter the fray.