|
|
|
| ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
|
|
Report Link Union "Funeral Procession" Violates Secondary Boycott Law - Are Rats and Banners Next? (pdf).Littler Mendelson, P.C. - May 19, 2006 It is a cornerstone of our national labor policy that a labor union cannot lawfully threaten, coerce or restrain a neutral employer to force it to stop doing business with the union's real target, known as the "primary" employer. This cardinal principle of American labor law is enshrined in the secondary boycott statute, Section 8(b)(4)(B) of the National Labor Relations Act (NLRA). Report Link NLRB says cleaning company's rules are spotless (pdf).Jones Walker - April 07, 2006 Employers, even those that are union-free, must comply with the National Labor
Relations Act (NLRA). Under the Act, you can’t discriminate against union members or restrict
employees’ right to organize. Union members and organizers often challenge employers’
nonsolicitation and no-access policies as being in violation of those rules under the Act. Report Link NLRB Finds Employee Confidentiality Requirement Too Broad (pdf).Vedder Price - August 29, 2005 Section 8(a)(1) of the National Labor Relations Act
prohibits an employer from interfering with an employee’s
right (guaranteed by section 7 of the Act) to engage in
union activity. In a recent NLRB decision, the Board
found that a confidentiality provision in an employee
handbook prohibiting the release of “any information
concerning . . . its partners” (i.e., employees) was overly
broad and violated section 8(a)(1). Cintas Corp. and
Union of Needletrades, Indus. & Textile Employees,
344 NLRB No. 118 (June 30, 2005). Report Link Handbook Provision On Union Threats Unlawful (pdf).Ogletree Deakins - August 11, 2005 A federal appellate court recently
held that an employee handbook provision
encouraging workers to report any
“harassment” by fellow employees to
sign union authorization cards violates
federal labor law. According to the
court, the company’s employees “were
not able to discern any limiting principles
from the circumstances under
which the policy was issued.” This ruling
serves as a reminder that harassment
policies that deal with protected union
activity must be carefully drafted. Report Link Recent NLRB Decision Places Increased Scrutiny on Confidentiality Policies and Agreements.Jackson Lewis LLP - August 09, 2005 Unionized and union free employers should review their confidential information policies, confidentiality agreements and related policies (such as business ethics statements with confidentiality provisions) to make sure maintenance of such policies does not violate the National Labor Relations Act. A recent decision by the National Labor Relations Board underscores the risk that such policies may inadvertently infringe on employee rights under the Act, which makes it unlawful for an employer to interfere with, restrain or coerce employees exercising their right to engage in concerted activities for the purpose of collective bargaining or other mutual aid or protection. Report Link Labor Board Modifies Its Position on Employee Conduct Rules as Chilling Protected Activity.Jackson Lewis LLP - February 03, 2005 During the past several years, the National Labor Relations Board has had numerous occasions to rule on the lawfulness of various employer conduct rules, which usually appear in an employer's handbook or policy manual.
|
Employment Law Seminars
Complimentary Breakfast Briefing for In-House Counsel, Senior Management and HR Professionals
Memphis
July 22, 2008 Ford & HarrisonBehind The Complaint: Workplace InvestigationsMemphis
July 22, 2008 Ford & HarrisonInternal Influences /Protecting Your Workplace From Distraction And Destruction - Part IIRiverhead
2008-7-24 Jackson Lewis LLPI-9 & E-Verify, R-U-Ready?: Recent Developments In Immigration Recordkeeping.Online
July 24, 2008 Ford & HarrisonEmployment and Labor Law 2008: CLE Program and GolfColumbus
July 25, 2008 LittlerSection 409A: Countdown to Compliance - LiveOnline
July 30, 2008 McQuire WoodsTEXAS EMPLOYMENT LAW BREAKFAST BRIEFINGSugar Land
July 31, 2008 Phelps DunbarWinning with the EEOCAtlanta
2008-8-6 Jackson Lewis LLPMississippi Employment Law SeminarBiloxi
August 7-8, 2008 Phelps DunbarReserve the Dates!!! – Public Sexual Harassment Training Webinar for Supervisors and ManagersOnline
August 12 2008 Ballard Rosenberg |
|
| ||
|
Terms of Use
|
Privacy
|
Advertising
|
About
|
Contact
|
For Law Firms
|
Partners
Copyright © 2006 elinfonet.com, llc.
All Rights Reserved.
The use of this site, and the terms and conditions for our providing information, is governed by our Terms of Use, including the disclaimers contained therein. By using this site, you acknowledge that you have read the Terms of Use and that you accept and will be bound by the terms thereof.
This site is designed for lawyers concentrating in employment law and human resource professionals who specialize in employee relations. As more fully set forth in the terms of use, the information provided on or through this site is for general information purposes; it is not a determination of your legal rights, nor your responsibilities under the law. None of the information contained on this site is, or should be construed as, legal advice. The information should not be relied upon for legal advice. We are not engaged in the practice of law and no attorney-client relationship is being created. Any information communicated to any lawyer via this site does not have the confidentiality protection of the attorney/client privilege. If you are seeking legal advice, find a qualified lawyer in your area. If you need help finding a lawyer, call your local, county or state bar association. All logos and trademarks on this site are property of their respective owners. | ||
Federal Article Feeds