Employers that are confronted with a union demand for recognition should expect a process weighted much more in favor of unions, according to new guidance issued by the NLRB General Counsel clarifying questions about the Cemex standard.
The NLRB issued a long-anticipated final rule that substantially increases the number of employers who may be deemed joint employers.
In the nation's first application of the NLRB's Cemex standard, an administrative law judge ordered an employer to bargain with a union after the union lost a representation election, based on the employer's unlawful labor practices.
The NLRB has issued several rulings recently that change labor relations standards to be more favorable to unions and employees.
A new law makes New York the sixth state to prohibit employers from requiring employees to attend anti-union "captive audience meetings."
The NLRB's Cemex ruling upends the process for requesting union elections in place for more than 50 years and is expected to make it easier for unions to win recognition as employees' bargaining representatives.
The NLRB has returned to an old standard under which work rules that do not explicitly target workers' rights may still be found to violate federal labor law if workers would "reasonably construe" them to bar organizing.
The NLRB reversed its business-friendly test for determining if a worker is an independent contractor or an employee under the NLRA and restored a more worker-friendly test established by the Obama-era NLRB in 2014.
The NLRA does not preempt a company's lawsuit in state court for damages when a union's strike-related activity intentionally destroys the company's property, the Supreme Court has ruled,
Disciplining an employee for misconduct committed while the employee is participating in protected concerted activities may violate the NLRA, the National Labor Relations Board has ruled.
News: HR and legal considerations for employers regarding the management of labor relations. Support and guidance on the ever growing field of labor law.
XpertHR® is part of the LexisNexis® Risk Solutions portfolio of brands.
The materials and information included in the XpertHR service are provided for reference purposes only. They are not intended either as a substitute for professional advice or judgment or to provide legal or other advice with respect to particular circumstances. Use of the service is subject to our terms and conditions.
Copyright © 2024 LexisNexis Risk Solutions
© 2024 LexisNexis Risk Solutions.