Employers have long been allowed to ban employee solicitations of union support in work areas on work time, but they cannot ban general discussion of unions or protected activity. The definition of what constitutes a...more
Even with the effects of COVID-19 still reverberating across the economy, collective bargaining agreements will expire, new units will gain bargaining rights, and the National Labor Relations Act (NLRA) will still require...more
The National Labor Relations Board (NLRB or Board) has released its new rule for determining joint employer status under the National Labor Relations Act (NLRA)....more
Long Beach Memorial Medical Center (called “MHS”), an acute care hospital, had a policy for direct care providers that stated “[identification] badge reels may only be branded with [MHS] approved logos or text.” A 2-1...more
The Federal Trade Commission and Department of Justice recently issued Guidance for Human Resources Professionals and others involved in hiring, compensation, and benefits decisions. The guidelines put companies and...more
A divided panel (2-1) of the 9th Circuit Court of Appeals has ruled that an employer violates the National Labor Relations Act by requiring employees to sign arbitration agreements that contain class or collective action...more
On July 11, the NLRB continued the expansion of joint-employer liability set forth in Browning-Ferris Industries, 362 NLRB No. 186 (Aug. 27, 2015) by eliminating the requirement that a union receive the consent of both the...more
Non-union restaurant workers are being urged to strike nationally on Aug. 29 by unions and others hoping to raise industry wages and promote union representation....more