Did you take down your posting outlining employees’ (union and non-union) activities when the South Carolina federal court shot down the National Labor Relations Board requirement that employers post employees’ rights under the National Labor Relations Board?
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The National Labor Relations Board has weighed in – strongly – on instances when employers tried to fire or discipline workers who made critical remarks on Facebook and other social media.
Amid controversy and court fights, the National Labor Relations Board agreed to delay implementation of a rule requiring employers to post notices informing employees of their union rights.
Beating an end-of-year deadline and the possible revamping of the board, the National Labor Relations Board made major labor-friendly changes to how union elections will be conducted.
The National Labor Relations Board approved a resolution that removes some key — and longstanding — obstacles for unions.
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In a recent case, an employer attempted to discipline employees who wore mock prison outfits as part of a protest over employment practices. The employees took their case to the National Labor Relations Board and the courts.
The National Labor Relations Board already has delayed its order for employers to post union-rights notices. Now, the board is facing three big lawsuits over the order. What happens next?
Going almost unnoticed, a recent National Labor Relations Board ruling has implications for employers of just about all sizes and types.
In many instances, courts and the National Labor Relations Board have ruled that employers are on shaky ground when they try to limit or punish employee postings on social-media sites such as Facebook. Here’s another case the follows that trend, but with a twist: The case involves a charge of employee-on-employee harassment.
How is it possible that the majority of a company’s employees can vote against union representation but the company still has to accept the union? The answer lies in a few statements made by an angry manager.
