An NLRB ruling that nondisparagement or confidentiality clauses in separation agreements are unlawful if they would restrict or interfere with an employee's labor rights applies retroactively, according to a new General Counsel guidance memo.
The NLRB put the brakes on the use of nondisparagement and confidentiality clauses in separation agreements if they require employees to waive their rights under the National Labor Relations Act.
A long-standing rule shielding unions from lawsuits for damages caused when their workers exercise their right to strike could be in jeopardy in a closely watched case.
The NLRB will now require employers to compensate employees for all monetary harm resulting from a National Labor Relations Act violation.
Voters in Illinois and Tennessee each approved ballot initiatives amending their state constitution regarding labor rights. However, the measures were completely opposite to each other with one affirming the right-to-work and the other the right-to-bargain,
Employers must continue withholding union dues from employees' wages and remitting them to the union after a collective bargaining agreement expires, the NLRB has ruled, reversing a major Trump-era Board ruling.
An employer may be deemed a joint employer if it has indirect and unexercised control over the employment terms and conditions of a shared employee, under a rule proposed by the NLRB.
In the first reversal of a precedent set during the Trump administration, the NLRB ruled that wearing union insignia is a critical form of protected communication and any attempt to restrict it is presumptively unlawful.
A federal district court has ordered a Starbucks store to rehire seven employees who it had fired during a union organizing campaign.
Consistency is the key: An employer that fires an employee for vulgar speech that violates its antiharassment policy must be able to show it would have done the same even if the employee had not been engaging in activities protected by the National Labor Relations Act (NLRA).
News: HR and legal considerations for employers regarding the management of labor relations. Support and guidance on the ever growing field of labor law.
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