As the presidential election draws closer and while remote work arrangements continue, employers may find that they have more opportunities to apply their social media policies in response to emotionally charged posts by employees.
The National Labor Relations Act generally requires employers to furnish information to unions if the unions’ requests are relevant to the administration or negotiation of a collective bargaining agreement.
In recent weeks, because of the remoteness of our work forces, we have seen an increased incidence of abusive written communications between employees.
Suppose a union asks their bargaining unit’s employer for a list of names of all employees who have been exposed to or tested positive for COVID-19: Must the employer provide the requested medical information?
Recent National Labor Relations Board efforts to reverse portions of union election reforms implemented by the Obama administration have seen a major setback following the rejection of several core amendments to those reforms in the recent AFL-CIO v. NLRB decision from the U.S. District Court for the District of Columbia.
Even with the economy starting to re-open, many businesses are still struggling to get back on track in the wake of the COVID-19 pandemic.
Over the last two months, we have seen two new “Joint Employer” rules issued, the first in January, when the Department of Labor issued a new joint employer rule for Fair Labor Standards Act (FLSA) cases, previously discussed here.
What would you do if one morning you saw on the overtime volunteer list on your company bulletin board that an employee had handwritten across the top of the list the words “Whore Board?” I think I…
As I’m sure many of you are intimately aware, communicating with coworkers via email is central to millions of employees’ roles in the modern workplace.
“…You will not talk about this investigation with your coworkers.” Or at least this is the first thing that many employers have long told employees who are interviewed in workplace investigations.
Last Thursday, the NLRB approved a pair of workplace rules in a decision related to the protection of proprietary client and vendor lists and limits on who may speak to the media on the employer’s…
One of the biggest complaints that you will hear from employers with unionized workforces is that it is so difficult to implement minor policy changes during the term of a collectively bargained…