On October 3, 2022, the National Labor Relations Board (NLRB) ruled that employers must continue deducting union dues from employees’ paychecks, pursuant to their labor contracts, even after the contracts expire. The case is Valley Hospital Medical Center, Inc., N.L.R.B. Case 28-CA-213783 (Valley Hospital II).
Dues checkoff previously served as an exception to
On March 7, 2022 NLRB General Counsel Jennifer Abruzzo asked the NLRB to overturn Board precedent related to employee handbook rules.
The case at issue is Stericycle, Inc., which examines whether certain workplace rules infringe upon or restrict employees’ rights under the NLRA. As part of the Board’s proceedings, the parties (and interested third
On September 29, 2021, the General Counsel of the National Labor Relations Board (NLRB), Jennifer Abruzzo, issued a Guidance Memorandum memorializing her position that student-athletes at private universities should be considered “employees” under the National Labor Relations Act (NLRA).
The NLRB has never directly answered the question of whether student-athletes are employees under the NLRA.
NLRB General Counsel Jennifer A. Abruzzo followed up her 10(j)-warning shot with another admonition, this time encouraging regions to request the “full panoply of remedies available to ensure that victims of unlawful conduct are made whole for losses suffered as a result of unfair labor practices.”
General Counsel Abruzzo began her September 8, 2021, Memorandum
On August 12, 2021 NLRB General Counsel Jennifer A. Abruzzo issued her “Mandatory Submissions to Advice” memorandum (Memorandum GC 21-04), outlining her agenda items and priority issues for NLRB Regional Directors, Officers-in-Charge, and Resident Officers. The memorandum offers a glimpse into a number of issues the new General Counsel believes need to be re-evaluated, largely
With the Democratic Senatorial wins in Georgia, it is now clear that in addition to Executive Orders and regulatory changes the new President is likely to make legislative changes that employers will need to prepare for. The President-elect’s agenda was clearly articulated in his campaign platform, indicating that he would:
Yesterday, in a long-awaited decision in General Motors LLC, 14-CA-197985 369 NLRB No. 127 (2020), the National Labor Relations Board (“Board” or NLRB”) gave employers a clearer pathway to disciplining employees who engage in abusive workplace conduct — including profane, racist, and sexually harassing remarks — even when the conduct coincides with concerted activities
On March 14, 2020, the U.S. House of Representatives passed The Emergency Families First Coronavirus Response Act (H.R. 6201) (“House Bill”) in response to the spread of the coronavirus (COVID-19). The House Bill provides for two new, overlapping paid leave requirements for employers: (1) the Emergency Family and Medical Leave Expansion Act, (2) the Emergency
Today the National Labor Relations Board (the “Board”) issued the final version of its Rule rolling back an Obama-era standard that deemed “indirect control” over a contractor or franchisee and/or the reservation of the ability to exert such control as being sufficient to establish joint employment under the National Labor Relations Act.
The Board majority
The National Labor Relations Board has issued a new rule that significantly changes its union election procedures, reversing controversial Obama-era rules that had expedited the election process.
The last revision was implemented in 2015, when the Obama Board revised the union election process to implement what were referred to by many as “ambush” or “quickie”