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.
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.
Employers must remain alert regarding individuals that the employer does not view as employees may nevertheless be found to be employees.
The board has begun accepting e-signed documents, provided that they meet four criteria.