Employment Law Blog

NLRB GC Seeks to End Captive Audience Meetings

In yet another bid to weaken employers’ stance in the face of organized labor, NLRB General Counsel Jennifer Abruzzo has issued a memo calling for an end to employer-led “captive audience” meetings. This move by the NLRB threatens one of employers’ key tools for curbing unionization in the workplace and is yet another foreboding sign of the Biden administration’s pro-labor agenda. More >

Amazon Workers Vote to Unionize, Paving Way for New Labor Woes for Employers

For the first time in the U.S., an Amazon facility’s workers have voted to unionize. The workers at the Staten Island warehouse “JFK8” voted 2,654-2,131 to be represented by the Amazon Labor Union (ALU). After years of unsuccessful organizing attempts across the country, this breakthrough victory portends a growing labor movement, and employers should be ready for what it may bring. More >

Boeing, Boeing, Gone! NLRB GC Recommends Reversal of Employer Handbook Standards

With any new administration in Washington comes changes to the National Labor Relations Board. From the start, Biden’s NLRB has made clear their goal to reverse the employer-friendly handbook standards established by the Boeing decision, and the General Counsel’s March 7^th post-hearing brief includes recommendations that take further steps towards that goal. More >

WEBINAR - Scary Stories from the HR Department, Chapter 4: Little Shot of Horrors

More >

ALERT: NLRB General Counsel Signals Sea Change in Labor Regulation

For more on this subject, register here for our October 12th webinar, All Handbooks on Deck: How the Changing Tides of the NLRB May Lead Your Employee Policies into Rough Waters.

The new National Labor Relations Board General Counsel has issued a memo outlining her issues priorities, and it’s a doozy for employers. The broad outlines of the policy reconsiderations are massive in scope, effectively revisiting the entirety of the NLRB output over the last four years. While a discussion of the larger implications of each policy provision will be forthcoming, here is a general outline of what’s in store from the NLRB going forward, and employers should already be set to make some changes. More >

Abusive or Offensive Language? NLRB Says “@#$% No” to Section 7 Protection

On July 21, 2020, the National Labor Relations Board (“NLRB”) issued an important decision in General Motors, LLC and Charles Robinson, modifying the standard to be used in determining whether an employee has been unlawfully disciplined or discharged for abusive or offensive statements or conduct while engaged in protected concerted activity under Section 7 of the National Labor Relations Act (“NLRA”). This decision is intended to provide needed clarity and give employers more leeway in disciplining employees for egregious misconduct and upholding existing anti-discrimination laws and policies. More >