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- Date:
- September 21, 2023
- Type:
- News
The NLRB has issued several rulings recently that change labor relations standards to be more favorable to unions and employees.
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- Type:
- Employment Law Guide
Updated with respect to The National Labor Relations Board’s August 2023 Stericycle ruling, which adopted a new legal standard for evaluating the validity of workplace rules under the National Labor Relations Act.
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- Type:
- Quick Reference
Updated to include the Pregnant Workers Fairness Act and the PUMP for Nursing Mothers Act.
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- Date:
- June 2, 2023
- Type:
- News
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,
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- Date:
- May 3, 2023
- Type:
- News
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.
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- Date:
- March 24, 2023
- Type:
- News
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.
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- Date:
- February 28, 2023
- Type:
- News
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.
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- Date:
- December 14, 2022
- Type:
- News
The NLRB will now require employers to compensate employees for all monetary harm resulting from a National Labor Relations Act violation.
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- Date:
- October 5, 2022
- Type:
- News
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.
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- Date:
- August 24, 2022
- Type:
- News
Consistency is the key: An employer that fires an employee for vulgar speech that violates its antiharassment policy must be able to show it would have done the same even if the employee had not been engaging in activities protected by the National Labor Relations Act (NLRA).