Information requests in the realm of labor relations are simple in theory but can be complicated in practice.
During the last decade, a number of NLRB decisions faulted employers for written policies that were considered to be overbroad in violation of the National Labor Relations Act.
An employer's duty to provide information to the union representing its employees is a frequent of topic of interest to labor relations practitioners because it is very easy to violate the law.
How the NLRB treats employer statements made to employees in the context of union organizing or other protected activity has been a frequent topic of discussion.
With
Joshua Fox,
Austin McLeod
On February 4, the NLRB granted United Federation of Teachers, Local 2, AFT, AFL-CIO's (the "Union") request for review of the Regional Director's Decision and Direction of Election
The right of employees to band together for purposes of bringing grievances to their employer is at the very core of the National Labor Relations Act, as embodied in Section 7.
There have been many precedent changing decisions coming from the NLRB in the last few years. Few of these changes were more hotly contested
We recently saw interesting decisions from the NLRB including cases about the employer's duty to provide information about tax cuts, the lawfulness of litigation holds ...
Another area of complexity comes from whether a decertification petition will be processed in the face of unfair labor practice charges filed by the incumbent union.
Last year about this time, the NLRB changed the standard for reviewing handbook rules. The new standard takes into consideration the fact there are many other interests other than the NLRA
The NLRB recently made public its NLRB Strategic Plan FY 2019-FY2022 wherein it states it wants to reduce time to handle cases before it by 5% per year at each stage of the case processing.
In prior posts, we have discussed how information requests made in the context of a bargaining relationship can be vexing.
A union, an employee or an employer can all file a representation petition with the NLRB.
The Board issued an interesting decision discussing an employer's successful efforts to repudiate unlawful conduct, which we'll get to in a minute.
The NLRB has been in a period of dormancy.
Based on Mondaq users readership, this author is ranked as Very Popular in United States for the topics, user groups and industry sectors listed below:
Topics
Law Department PerformancePerformancePosition
Corporate/Company Secretary, Compliance OfficerIndustry
Advertising & Public RelationsTransport* Rankings are based on analysis of the last 12 months of Mondaq readership data across more than 25,000 contributing authors. To be ranked ‘Very Popular’ an author must be in the top 20% of results within the selected criteria.
