Proskauer employment attorneys Anthony Oncidi and Laura Fant join XpertHR Legal Editor David Weisenfeld to discuss the changes employers should expect with the new administration.
Employers may lawfully maintain a rule or policy against moonlighting under a recent ruling by the NLRB, provided they do not use the rule to prohibit or discipline employees for engaging in protected activity.
The NLRB has ruled that employers no longer need overlook the use of obscene, racist or abusive language in the workplace by employees who are engaged in activity protected by the National Labor Relations Act.
The DC Circuit Court of Appeals has ruled that an employee must affirmatively request union representation to invoke their Weingarten rights under the National Labor Relations Act.
A federal district court has blocked five key provisions of final rules that modify procedures for union representation elections, while allowing other parts of the final rules to take effect.
Updated to reflect the final rule revising and clarifying the standard for joint employer status under the National Labor Relations Act (NLRA), effective April 27, 2020.
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.