The NLRB's Cemex ruling upends the process for requesting union elections in place for more than 50 years and is expected to make it easier for unions to win recognition as employees' bargaining representatives.
The NLRB has returned to an old standard under which work rules that do not explicitly target workers' rights may still be found to violate federal labor law if workers would "reasonably construe" them to bar organizing.
The NLRB reversed its business-friendly test for determining if a worker is an independent contractor or an employee under the NLRA and restored a more worker-friendly test established by the Obama-era NLRB in 2014.
Disciplining an employee for misconduct committed while the employee is participating in protected concerted activities may violate the NLRA, the National Labor Relations Board has ruled.
The NLRB put the brakes on the use of nondisparagement and confidentiality clauses in separation agreements if they require employees to waive their rights under the National Labor Relations Act.
Employers must continue withholding union dues from employees' wages and remitting them to the union after a collective bargaining agreement expires, the NLRB has ruled, reversing a major Trump-era Board ruling.
An employer may be deemed a joint employer if it has indirect and unexercised control over the employment terms and conditions of a shared employee, under a rule proposed by the NLRB.
In the first reversal of a precedent set during the Trump administration, the NLRB ruled that wearing union insignia is a critical form of protected communication and any attempt to restrict it is presumptively unlawful.