Recent Decisions Favoring Unions by National Labor Relations Board natlawreview.com - get the latest breaking news, showbiz & celebrity photos, sport news & rumours, viral videos and top stories from natlawreview.com Daily Mail and Mail on Sunday newspapers.
NLRB Releases Significant Labor Related Decisions natlawreview.com - get the latest breaking news, showbiz & celebrity photos, sport news & rumours, viral videos and top stories from natlawreview.com Daily Mail and Mail on Sunday newspapers.
It has been a decision-packed summer at the National Labor Relations Board (“NLRB” or “Board”), and the last weeks of summer were especially active, with a number of significant...
Monday, August 28, 2023: U.S. NLRB “Clarified” 2019 Decision on Wright Line Evidentiary Burden in Dual Motives Causation Cases - Beginning a parade of four sets of major...
As August ends, the National Labor Relations Board (“Board”) has issued two significant decisions as well as a direct final rule about representation cases. On August...
NLRB GC Issues Mandatory Submissions to Advice natlawreview.com - get the latest breaking news, showbiz & celebrity photos, sport news & rumours, viral videos and top stories from natlawreview.com Daily Mail and Mail on Sunday newspapers.
The NLRB's Recently Seated General Counsel Plots Entirely New Direction For The Board - Employment and HR mondaq.com - get the latest breaking news, showbiz & celebrity photos, sport news & rumours, viral videos and top stories from mondaq.com Daily Mail and Mail on Sunday newspapers.
Jennifer Abruzzo defined a bold new direction for the Board’s enforcement priorities in a memo. Mandatory Submissions to Advice GC Memorandum 21-04 lays out subject matters that NLRB Regions must submit to the Office of the General Counsel for Advice prior to any decision.
To embed, copy and paste the code into your website or blog:
On Monday, the Board voted 3-1 to solicit public briefing on whether it should overrule the
Johnnie’s Poultry Co., 146 NLRB 770 (1964) safeguards employees must receive if they are questioned by employers about their own or another employees’ potentially protected concerted activity. Those safeguards include requiring the following:
The employer must communicate to the employee the purpose of the questioning, assure the employee that no reprisal will take place, and obtain the employee’s participation voluntarily;
The questioning must occur in a context free from employer hostility to union organization and must not be itself coercive in nature; and