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Third-Party › Unions › The National Labor Relations Act

Jackson Lewis P.C.

NLRB Overrules Standard on Employer Predictions for How Unionizing Impacts Employer-Employee Relationship

Jackson Lewis P.C. on

The National Labor Relations Board once again has reversed precedent. It will now use a case-by-case analysis to determine whether an employer’s statements about the negative impacts of unionization on the relationship...more

Fisher Phillips

NLRB Reinstates Broad Property Access Rights for Third-Party Contractors

Fisher Phillips on

The National Labor Relations Board just overruled a key Trump-era decision that had narrowed property access rights for off-duty contractor employees, eliminating a powerful tool for employers to combat unwanted solicitation...more

Jackson Lewis P.C.

Third-Party Access To Employer Property Under Court Scrutiny

Jackson Lewis P.C. on

When assessing whether a private employer must allow others access to its private property for union organizational purposes, the National Labor Relations Board’s (NLRB) precedent often has hinged on whether the person...more

Husch Blackwell LLP

Ninth Circuit Construes Secondary Picketing In Context Of Shared Job Site

Husch Blackwell LLP on

It’s become increasingly common for businesses to subcontract workers to perform jobs at a location that is shared with the business or other neutral third parties. When picketing at common job sites shared by the employees...more

Jackson Lewis P.C.

Protecting The Right To Organize (PRO) Act Passes House, Awaits Senate Fate

Jackson Lewis P.C. on

A revived “Protecting the Right to Organize Act,” or PRO Act, has passed the House of Representatives again. The sponsors described the bill as comprehensive labor legislation aimed at bolstering workers’ collective...more

Foley & Lardner LLP

Someone’s Knocking: If It’s the Union, Don’t Let Them in

Foley & Lardner LLP on

The National Labor Relations Act protects employee solicitation of other employees and distribution of literature to form or join a union or to engage in other “concerted” activities. However, employers have the ability to...more

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