“Hot Labor Summer” – so dubbed due to strikes by the Writers Guild, Screen Actors Guild, Southern California Hotel Workers, health care workers from multiple unions, and United Auto Workers
Continue Reading California Governor Signs Bill Allowing Staff to Unionize…in 2026
Please join GT Labor & Employment Practice Shareholders Jonathan Sulds and Justin Keith Thursday, Sept. 28 at 12 p.m. ET in for a webinar following the National Labor Relations Board’s
Continue Reading Sept. 28 WEBINAR | Historic NLRB Ruling Gives Workers Path to Unionize Without Having to Vote
In a trail of decisions turning back the clock to precedent under the Clinton-era Board, the National Labor Relations Board (NLRB) has reversed the standard of review for employee handbook
Continue Reading NLRB Reverts to Heightened Legal Standard in Reviewing Employee Handbook Policies
Unions are back in the news. On March 9, 2021, the U.S. House of Representatives successfully passed the Protect the Right to Organize Act (the PRO Act), legislation designed to
Continue Reading The New New Deal? U.S. House Of Representatives Passes Sweeping Labor Reform With Significant but Uncertain Future
The National Labor Relations Board (the “Board” or “NLRB”) under The President has broadly interpreted the protections afforded under Section 7 of the National Labor Relations Act (the “Act”). Section 7 gives employees the right to engage in concerted activity for mutual aid and protection and to form, join or assist labor unions. Employees also have the right to communicate about organizing and other union matters as part of their Section 7 rights. Despite the incorrect assumption that even some attorneys often make, the Act applies to union and nonunion employers alike.
In expanding protections under Section 7, the Board has struck down what were previously considered customary and fairly innocuous workplace policies. For example, the Board has struck down workplace policies requiring employees not to discuss confidential investigations (GT Blog, March 14, 2013) as well as overbroad social media policies governing what employees can and cannot post on social media websites or blogs. These decisions have had considerable ramifications for employers who perhaps previously had paid little attention to the NLRB.
Continue Reading NLRB To Revisit Use of Company E-Mail Accounts in Union Organizing and Personal Use