A recent NLRB decision provides employers with useful guidance on both drafting provisions commonly seen in social media policies, and enforcing the policy in response to employees’ social media posts.
In a sweeping decision issued on August 23, 2016, the National Labor Relations Board reversed its 2004 holding in Brown University that graduate students are not employees under the National Labor Relations Act.
NYC Executive Order requires all large retail or food service employers operating on the premises of a “City Development Project” to sign a so-called “Labor Peace Agreement” with any union that seeks to represent their employees.
The NLRB has held that an employer must meet a very high level of specificity in a management-rights clause before the Board will find that the union unequivocally waived its right to bargain over the action in question.
The NLRB has held a union seeking to represent employees in a bargaining unit composed of employees solely employed by a “user employer” and those it jointly employees with a temporary labor provider is not required to obtain the consent of both employers