We will have to wait for a Republican White House before we seeing meaningful change on the issues that are important to employers.
It looks like the NLRB will be very busy as its current iteration (potentially) serves out its usefulness in 2016.
The NLRB continues to flex its protected-concerted-activity muscles in a continuing effort to stay relevant, and employers continue to struggle to keep pace.
It’s always fun to watch a room full of non-employment lawyers’ mouths gape when I start talking about the NLRB.
If you haven’t reviewed your handbook in a year or more, this case serves as a good reminder that our labor and employment laws operate in constant flux.
Mark my words, the NLRB will conclude that Uber drivers have the right to organize as employees.
Joint employment is clearly an enforcement priority for the Wage and Hour Division.
In the days leading up to Christmas, the NLRB released 15 new opinions --13 of them concluded that the employer had promulgated an unlawful arbitration clause.
Since social media is inherently social, doesn’t this test suggest that all such activity is concerted?
The NLRB views online expressions of dissatisfaction with an employer as potentially protected concerted activity, or the equivalent of a group of employees discussing labor issues.