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.
The NLRA does not preempt a company's lawsuit in state court for damages when a union's strike-related activity intentionally destroys the company's property, the Supreme Court has ruled,
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.
Michigan's has repealed its right-to-work laws, and will permit collective bargaining agreements to require employees to join the union or pay fees to support it.
An NLRB ruling that nondisparagement or confidentiality clauses in separation agreements are unlawful if they would restrict or interfere with an employee's labor rights applies retroactively, according to a new General Counsel guidance memo.
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.
A long-standing rule shielding unions from lawsuits for damages caused when their workers exercise their right to strike could be in jeopardy in a closely watched case.