The National Labor Relations Board’s “ambush election” rules are still in effect. At least for now.
Good news for employers wrestling with social media use policies: The NLRB seems to be retreating from its aggressive stance on classifying employee Internet postings as “protected activity” under federal labor law.
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.
Everyone knows a good myth or two. And as it turns out, a lot of those myths end up being taken at face value and acted on as if they were true — and it’s costing employers. But much like the boogeyman, many of these employment “facts” exist only in our imaginations.
Sure, you’re looking for the right mix of skills and experience in a candidate, but you’re also looking for the “right fit.” In other words, you want someone who’ll blend seamlessly into your company culture. Problem is, a resume and interview can’t always answer the “fit” question.
Now that the election’s over, experts are focusing on what legislative changes can be expected under the new president. HR pros will be watching a few big items on Obama’s agenda.
Employee handbooks are supposed to protect the company. But thanks to these common mistakes, many policy manuals are a lawsuit waiting to happen.
For the first time since 2003, all of the members of the the National Labor Relations Board have actually been confirmed by the Senate. So what’s that going to mean for employers?
You may have a lot of experience interviewing candidates for open positions, but interviewing employees as part of a workplace investigation is another animal entirely.
After much speculation, the Employee Free Choice Act of 2009 (EFCA) was introduced in both houses of Congress on March 10.
Senator Arlen Specter, Republican from labor-friendly PA, announced that he will not support the Employee Free Choice Act. Just as importantly, Specter said he will not support a motion to cut off debate — a key legislative step for passage of the act. Specter had been counted upon as one of the 60 votes supporting […]
Is a semblance of sanity returning to the National Labor Relations Board? An NLRB administrative law judge recently rejected an NLRB General Counsel’s ruling that employees had a legal right to record their co-workers and managers in the workplace.
Perhaps you’ve heard: The National Labor Relations Board (NLRB) is out to squash any employee policy that has the potential to stymie union organizing efforts. But that’s what makes this latest ruling so head-scratching.
National polls say the race for the presidency is neck and neck. But an exclusive poll conducted by HR Morning shows a clear preference among HR pros.
The National Labor Relations Board (NLRB) is keeping its knives sharp as it continues its rampage through employers’ policies, cutting up anything it feels may stymie the organizing process.
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