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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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ArticlesFound: 5 ArticlesNO SUBTOPICSEmployment Law Seminars
Managing Business Exposures Successfully: Are You "All In" For The Continual Wave Of Workplace Risks?
Irving
2008-9-4 Jackson Lewis LLPTOP TEN WAYS TO VIOLATE WAGE-HOUR LAWSSacramento
September 9, 2008 Shaw Valenza LLPUnlocking The Mystery Of Employee Privacy RightsLos Angeles
2008-9-9 Jackson Lewis LLPUnlocking The Mystery Of Employee Privacy RightsCosta Mesa
2008-9-9 Jackson Lewis LLPUnlocking The Mystery Of Employee Privacy RightsSacramento
2008-9-9 Jackson Lewis LLPUnlocking The Mystery Of Employee Privacy RightsSan Francisco
2008-9-9 Jackson Lewis LLPEmployee vs. ContractorColumbia
September 9, 2008 Nexsen PruetEmployee Free Choice Act: Labor’s Attack on Your Employees’ Right to ChooseOnline
September 9, 2008 McGuire WoodsThe Connecticut Sexual and Other Harassment Education and Training in the Workplace ActStamford
2008-9-10 Jackson Lewis LLPHOW TO CONDUCT EFFECTIVE INTERNAL INVESTIGATIONSSan Francisco
September 11, 2008 Shaw Valenza LLP |
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