National Labor Relations Act (NLRA)
The NLRB has issued several rulings recently that change labor relations standards to be more favorable to unions and employees.
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.
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.
The NLRB will now require employers to compensate employees for all monetary harm resulting from a National Labor Relations Act violation.
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.
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).
Possibly foretelling a trend in protected labor protests following the Supreme Court's ruling overturning Roe v. Wade, Activision Blizzard workers walked off the job recently to pressure the game design company to end gender inequity.
News: HR guidance on complying with the NLRA.