Employer policies are still under fire by the Office of General Counsel of the National Labor Relations Board (NLRB).
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Under the NLRA, the primary risk of automatically requiring confidentiality in investigations is your potential liability for back pay if you terminate an employee for violating your confidentiality rule.
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An employee’s expletive-laden expressions of contempt for her employer on a private Facebook forum with current and former coworkers wasn’t protected concerted activity, according to the National Labor Relations Board’s Office of the General Counsel.
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In this case a long term, union-represented employee bid on a job opening for which she was the senior bidder.
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A federal appeals court has invalidated a rule published by the National Labor Relations Board (NLRB) in August 2011, which required all employers to post a notice informing employees of their rights under the National Labor Relations Act (NLRA).
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The President didn’t have the power to appoint three people to the National Labor Relations Board on January 4, 2012, ruled the District of Columbia Circuit U.S. Court of Appeals. The court’s ruling throws serious doubt on the validity of recent Board decisions, many of which have been highly controversial.
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Reports have surfaced recently that a National Labor Relations Board office in Phoenix has filed unfair labor practice charges against nonunion employers with overly broad “employment at will” language in their employee handbooks.
Read More…The National Labor Relations Board (NLRB) has severely limited an employer’s ability to keep investigations confidential, except in very narrow circumstances.
Read More…Employers may be shocked to hear what the federal National Labor Relations Board (NLRB) says is unlawful when it comes to confidentiality and social media policies. The acting General Counsel for the NLRB recently issued an Operations Management Memo, which thoroughly examined several employer social media policies for compliance with the National Labor Relations Act (NLRA).
Read More…A federal district court has ruled that the National Labor Relations Board didn’t have enough votes to impose new rules that would have sped up union election procedures as of April 30, 2012
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