Mark my words, the NLRB will conclude that Uber drivers have the right to organize as employees.
A collective action of correctional officers alleged that under the FLSA, they should be compensated for the time they cannot leave the prison and must remain in uniform.
A new NLRB rule shortens the time between a union petition and an election, but employers can gain advantages.
Allen v. City of Chicago still is not a clear win for employers across the board.
I am not the only critic of the NLRB’s employment policies. The U.S. Chamber of Commerce has joined the debate.
A proactive and targeted pro-management message is still important if a non-union employer wants to remain non-union.
If you’re looking to draft an employee off-duty access policy, you could do a whole lot worse than one the NLRB has already blessed as kosher.
The board has begun accepting e-signed documents, provided that they meet four criteria.
We see that at least one mega-industry is willing to shield its employees from the Cadillac tax and you have to ask, how can they do that?