Even a week removed from Thanksgiving, I can’t stop thinking about my Gramma’s Watergate Salad, an unusual (but somehow traditional) green gelatinous holiday dish that features a mixture of pistachio pudding, canned pineapple, whipped topping, crushed pecans, and marshmallows.
After my previous blog post regarding recent labor enforcement actions taken under the U.S.-Mexico-Canada Agreement (“USMCA”) impacting U.S. companies with facilities or subsidiaries in Mexico, I received questions regarding employer rights under Mexican labor law.
Within the last few months, U.S. employers doing business in Mexico have felt the effects of the enforcement mechanisms of the “U.S.-Mexico-Canada Agreement” (“USMCA”).
We all know that April showers bring May flowers, but this year April showers might have also brought more unions. Last week, President Biden, through an executive order, created the Task Force on Worker Organizing and Empowerment (the “Task Force”).
On February 4, 2021, the Protecting the Right to Organize Act (the “PRO Act”) was reintroduced by Democrats in the United States House of Representatives. If enacted, the PRO Act would dramatically transform American labor relations by giving unions much more power.
The National Labor Relations Board (“NLRB” or “Board”) will likely be singing a different tune in the not too distant future, thanks in part to new leadership and a game or two of musical chairs.
At 5:00 p.m. EST on January 20th, President Biden fired the general counsel of the National Labor Relations Board. This has never happened before in the history of the NLRB. It is a big deal.
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.