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Report Link NLRB: Employer Committed Unfair Labor Practices Though Workers' Activities Unrelated to Unionization.Jackson Lewis LLP - March 26, 2009 Affirming an administrative law judge’s rulings, the National Labor Relations Board has found that an employer violated the National Labor Relations Act by firing its delivery workers for taking steps toward the filing of a wage and hour lawsuit, and videotaping the discharged employees as they picketed in front of the employer’s restaurants. 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.
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Employment Law Seminars
2010 Ushers In Many Important Changes to Workplace Laws
Columbia
November 20, 2009 Fisher & PhillipsANNUAL EMPLOYMENT LAW UPDATESacramento
December 1, 2009 Shaw ValenzaMonthly Webinar: Preventing Workplace Harassment (California and National)Webinar
December 1, 2009 LittlerCalifornia Legally Required Sexual Harassment Training: It's Never Too Late to ComplySan Francisco
December 1, 2009 Fisher & PhillipsThe Constangy Management Training Center "Employment Law 201"Tampa
December 2, 2009 ConstangyCalifornia Legally Required Sexual Harassment Training: It's Never Too Late to ComplyOntario
December 2, 2009 Fisher & PhillipsAudio Conference: Employee Caregivers Dealing With DementiaAudio Conference
December 2, 2009 Young ConawayClients, Adversaries and Witnesses: The Ethics of Communication in a Fast-Paced Legal World Web CastWebinar
December 4, 2009 Ford & HarrisonTaking Executive Compensation Hostage; What To DoWebinar
December 8, 2009 Baker HostetlerPREVENTING HARASSMENT AND OTHER EEO ISSUES AT WORK: IT’S ALL ABOUT RESPECT (AB 1825 COMPLIANCE)Sacramento
December 9, 2009 Shaw Valenza |
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