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.
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.
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.
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.
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).