Employers may search employees’ personal property, including their vehicles, when on company premises, the National Labor Relations Board (NLRB) recently ruled. The NLRB also affirmed employers may monitor employee activity on company-issued communication devices, computer systems, and networks.
A new decision from the National Labor Relations Board (NLRB) that it has no jurisdiction over the faculty at a religious college represents another victory for antiunionization efforts of university faculty members.
The National Labor Relations Board (NLRB) recently announced new rules for representation case procedures that will come as welcome news to employers.
The National Labor Relations Board’s (NLRB) long-awaited final rule on joint employment sets an employer-friendly tone as it returns to an old standard on what constitutes joint employment under the National Labor Relations Act (NLRA). The Board issued its final rule on February 26, and it is to be effective April 27. The Board also […]
It was a winning season for businesses, with employers garnering some big victories at the National Labor Relations Board (NLRB) to round out 2019. In October, the Board released a decision enhancing employee privacy during union drives, which would have been a strange way to end the year for what is considered a pretty employer-friendly […]
The National Labor Relations Board’s (NLRB) decision to allow employers more leeway in restricting the use of their e-mail and other communications systems for union organizing is just the latest decision reversing standards set by the Obama-era Board.
A new final rule from the National Labor Relations Board (NLRB) dials back regulations issued in 2015 that, at the time, were seen as a major boost for labor union efforts to organize workers.
The National Labor Relations Board’s (NLRB) latest decision in a case involving the misclassification of workers is further evidence of the Board’s willingness to reverse precedents set under the previous administration, but the decision doesn’t lessen the risk of misclassifying employees as independent contractors.
The National Labor Relations Board (NLRB) has made it known that—much more than in the past—it will embark on rulemaking to set policy. Its recently announced rulemaking agenda provides evidence of the new direction.
Employers and others interested in influencing a new rule on what constitutes joint employment have another month to make their thoughts known on the issue. The National Labor Relations Board (NLRB) announced on December 10 that the comment period for the proposed rule was being extended to January 14, 2019.