Overview: The National Labor Relations Board (NLRB or the Board) was created to enforce the provisions of the National Labor Relations Act (NLRA), which prohibits employers from engaging in certain conduct that interferes, restrains, or coerces employees in the exercise of their rights. The NLRB essentially acts as a panel of judges to hear and prevent unfair labor practices. It has numerous powers including the power to issue subpoenas requiring the attendance and testimony of witnesses and the production of documents, as well as ordering any person to "cease and desist" from an unfair labor practice and to provide remedies. The NLRB has further power to petition any US court of appeals to enforce any order of the board, subject to the full contempt powers of the US courts for noncompliance.
Although many private non-union employers have not had much experience with the NLRB, they should be aware, however, that there are very few exceptions as to what is defined as an employer and employee under the NLRA. Therefore, private non-union employers should acquaint themselves with the NLRA and the NLRB process because they are not immune from being subject to an unfair labor practice charge.
Trends: Recent NLRB decisions have caused a stir among employers - both union and non-union. The NLRB has been on a crusade targeting employer policies that it considers a violation of an employee's right to engage in a protected concerted activity under the NLRA. Social media policies, confidentiality provisions, at-will clauses, and arbitration agreements have all been under recent scrutiny. According to the NLRB, even a policy requiring employees to be courteous may be unlawful!
Author: Melissa Boyce, JD, Legal Editor
The NLRB released its plan to engage in more rulemaking in the Spring 2019 Unified Agenda of Regulatory and Deregulatory Actions released Wednesday by the Office of Management and Budget.
In a victory for Uber, a National Labor Relations Board (NLRB) advice memorandum has concluded that the company's drivers are independent contractors rather than employees.
Updated to include information on an NLRB decision relating to concerted activity.
A new NLRB decision has overturned an Obama-era labor board ruling and restored the standard for determining independent contractor status to one based on the traditional common-law test.
The NLRB will be looking to improve its efficiency in handling cases over the next four years, according to its Strategic Plan for Fiscal Years 2019 to 2022.
In a mixed opinion, a federal appellate court has given new life to the Obama-era joint employment standard but also sent the case back to the NLRB which may give the labor board an opportunity to further chip away at the test.
The National Labor Relations Board (NLRB) has announced it is issuing a Notice of Proposed Rulemaking (NPRM) to redefine the standards for determining whether two or more employers are joint employers under federal labor law and thereby jointly liable for any labor law violations.
The National Labor Relations Board (NLRB) signaled possible actions last week that may make it more difficult for unions to organize and communicate with workers and to fight decertification efforts.
The current uncertainty over the standard to be applied in determining joint-employer status under the National Labor Relations Act (NLRA) "undermines employers' willingness to create jobs and expand business opportunities," according to National Labor Relations Board Chairman John F. Ring.
For the first time in the US, a fast-food restaurant - Burgerville in Portland, Oregon - has been unionized through a National Labor Relations Board (NLRB) supervised election.
HR guidance on the NLRB and enforcement against unfair labor practices.