In a unionized workforce, employers generally cannot make unilateral changes to “mandatory subjects of bargaining” relating to the terms and conditions of employment without first providing the union with notice and an...more
On June 13, 2024, the U.S. Supreme Court ruled in Starbucks’ favor in Starbucks v. The National Labor Relations Board, holding that when seeking a Section 10(j) preliminary injunction under the National Labor Relations Act...more
Sometimes employers believe they have all the evidence they need to discipline or terminate an employee, even without having talked to the employee and hearing the employee’s side. Why waste time talking to the employee when...more
U.S. House and Senate Democrats recently reintroduced the union-friendly Protecting the Right to Organize (PRO) Act of 2021. According to its sponsors, the PRO Act “restores fairness to the economy by strengthening the...more
3/9/2021
/ Arbitration Agreements ,
Collective Actions ,
Coronavirus/COVID-19 ,
Damages ,
Employee Definition ,
Employee Rights ,
Fees ,
Joint Employers ,
NLRB ,
Penalties ,
Popular ,
Right to Work ,
Unions
The COVID-19 pandemic has unquestionably created challenging times for employers and employees. Among the many issues facing employers has been the filing of various unfair labor practice charges around the country. The...more
Union and employer corruption scandals have dominated the headlines in recent months. Many union and company officials have been convicted and given lengthy prison sentences for bribery, embezzlement and other forms of...more
Employers must tread carefully when communicating with employees during union organizing campaigns. A seemingly innocuous question can violate the National Labor Relations Act’s (NLRA) prohibition on employers soliciting...more
Your intentions may be pure, but your actions during or after union organizing activity could lead to your company running afoul of the National Labor Relations Act (the Act) according to the National Labor Relations Board...more