The title of this post reflects my experience. I think this is unacceptable. What’s your take?
An employer may be able to terminate employees who threaten insubordination or misconduct at the workplace, even if those employees have engaged in otherwise protected concerted activity, without violating the NLRA.Read More
Organized labor is getting with the times by using social media to communicate with its membership, and a recent NLRB ruling offers more social possibilities.
The NLRB ruled that employees have a right to use their employers’ email systems during non-working time to communicate about union issues. The agency also issued rules for ambush election in representation proceedings.Read More
The NLRB potentially is looking to expand its reach in the area of cybersecurity.Read More
Employers cannot interject in a decertification campaign. If you have any doubt on where the line is in your case, consult with your labor counsel to avoid a costly error.Read More
There exists a line between protected online speech and unprotected threats, harassment, or insubordination. Read More
Folks, no one in their right mind is going to believe that a fast-food worker suffered discipline for poor pickle placement.Read More
An NLRB judge concluded that a no loitering policy unlawfully restricted employees’ rights to engage in protected concerted activity. Read More
This case creates a dangerous precedent. It enables an employee to create an unfair labor practice out of thin air merely by airing an issue with co-workers, regardless of whether those co-workers share in that concern.Read More