On Feb. 21, the National Labor Relations Board (NLRB) ruled that severance agreements with broad – yet common – confidentiality and non-disparagement provisions are unlawful. Employers routinely include confidentiality andContinue Reading NLRB Rules Broad – Yet Common – Confidentiality and Non-Disparagement Provisions in Severance Agreements Are Unlawful
Illinois Workers’ Rights Amendment Provides Employees Fundamental Right to Organize
Heralded as a victory by unions and employee worker’s rights groups even before votes were confirmed, on Nov. 15, 2022, a majority of Illinois voters ushered in the Illinois Workers’…Continue Reading Illinois Workers’ Rights Amendment Provides Employees Fundamental Right to Organize
How the NLRA May Slow Down the FAST Act
With substantial union backing, California’s controversial Fast Food Accountability and Standards Recovery Act, A.B. 257 or the FAST Act, moved through California’s Legislature with relative ease.
As the president of…Continue Reading How the NLRA May Slow Down the FAST Act
FAST Act Becomes Law in California, but Voter Referendum Filed in Response
On Sept. 5, 2022, California Governor Gavin Newsom signed into law AB 257, the controversial Fast Food Accountability and Standards Recovery Act, also known as the “FAST Act” (the Act).
Continue Reading FAST Act Becomes Law in California, but Voter Referendum Filed in Response
You Are Invited: Labor Law Changes Ahead – Practical Considerations for Every Employer – May 18
Join us for Part II of our Traditional Labor webinar series, which will discuss potential changes to employee and employer rights under the National Labor Relations Act under the Biden…
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NLRB Expands Joint Employer Standard in Browning-Ferris Decision
Recently, the National Labor Relations Board made sweeping changes to its “joint employer” standard, announcing a new test that will surely lead to more findings of joint employment relationships under…
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NLRB Not Entitled to Injunction Directing NYC Property Management Company to Bargain with Incumbent Union
The New York City Displaced Building Service Worker Protection Act requires that any buyer, transferee or successor employer of most New York City commercial and residential properties offer the incumbent employees jobs after the change in ownership or employer for as many jobs as the new employer will have at the property, and to keep those employees in employ for at least 90 days unless it has cause for discharge during that “probationary” period. However, a U.S. District Court judge in the Southern District of New York recently denied a request for injunctive relief sought by the National Labor Relations Board seeking to compel a buyer to recognize the incumbent union.
Continue Reading NLRB Not Entitled to Injunction Directing NYC Property Management Company to Bargain with Incumbent Union