Sentences with phrase «labor relations act»

In invalidating the policy, the NLRB found that it was overly broad and violated Costco's employees» free speech rights under the National Labor Relations Act (NLRA).

and as long as the posting in question doesn't constitute protected discussions with your coworkers about wages and working conditions (rights that are protected under the National Labor Relations Act).»

The National Labor Relations Act forbids employers from preventing employees from discussing wages and working conditions with each other; a request to keep this secret sounds like it would probably violate that law (I'm guessing though; you'd need a lawyer to tell you for sure).

Students should have taken the basic labor law course or have a familiarity with the National Labor Relations Act and Title VII of the Civil Rights Act.

The dispute is over whether Cooper violated the National Labor Relations Act by firing an employee who yelled racist comments at a temporary worker who crossed the union's picket line during a lockout.

Litigation partners Martin Flumenbaum and Brad Karp's latest Second Circuit Review column, «Determining «Opprobrious» Conduct Under the National Labor Relations Act,» was published in the

Comment: A few comments expressed concern that the regulation did not address the obligation of covered entities to disclose protected health information to collective bargaining representatives under the National Labor Relations Act.

Other laws, such as the Social Security Act (including its Medicare and Medicaid provisions), the Family and Medical Leave Act, the Public Health Service Act, Department of Transportation regulations, the Environmental Protection Act and its accompanying regulations, the National Labor Relations Act, the Federal Aviation Administration, and the Federal Highway Administration rules, may also contain provisions that require covered entities or others to use or disclose protected health information for specific purposes.

The article discusses the U.S. Supreme Court's consideration of whether implementation of class action waiver provisions in an arbitration clause in an employment contract, under the FAA, is barred under the National Labor Relations Act.

Labor and employment partners Stephanie Caffera and Chris Gegwich and associate Alex Gallin co-authored this column that explains why the National Labor Relations Act protected an employee who posted profanities about his supervisor on social media, but did not protect an employee who was fired for yelling profanities at his employer.

Whether a workforce is unionized or not, the National Labor Relations Board's (NLRB) broad interpretation of the National Labor Relations Act (NLRA) can have a direct affect on employee involvement committees, disciplinary investigations and pay procedures.

This includes representation of SEIU in litigation before courts and administrative agencies involving the National Labor Relations Act, the Fair Labor Standards Act, election campaign finance laws, and local and state labor relations statutes.

Chicago Labor & Employment partner Frank Saibert authored this column that focuses on strikers and exceptions to protections under the National Labor Relations Act when they engage in misconduct.

For example, disputes may arise in relation to collective bargaining agreements or alleged violations of the National Labor Relations Act.

The issue has always been that workplace policies (normally included in an employee handbook) may not interfere with an employee's rights protected by the National Labor Relations Act.

The recent decision from the NLRB has adopted a new test that will be used by the Board in determining whether or not a company policy or workplace rule violates the National Labor Relations Act.

In a ground - breaking decision published on August 27, 2015 (BFI Newby Island Recyclery) the National Labour Relations Board revisited the test to be used in determining whether two employers should be considered as a «joint employer» for the purposes of applying the provisions of the National Labor Relations Act.

During the past eight years, one of the signatures of the Obama Board was its effort to expand the application of the National Labor Relations Act's relevance to non-union workplaces.

The working world has changed significantly since enactment of two of the country's seminal labor laws, the National Labor Relations Act of 1935 and the Taft - Hartley Act of 1947, and other labor laws may be showing their age.

In addition, Doug represents public and private employers in labor matters arising out of the National Labor Relations Act, the Railway Labor Act, and Ohio's collective bargaining statute.

Gerald A. Golden has advised employers for over 35 years on compliance with federal and state employment laws such as the National Labor Relations Act, Family and Medical Leave Act, the Americans with Disabilities Act, the anti-discrimination and wage - hour laws.

The National Labor Relations Board (NLRB) found that the layoff was a violation of the National Labor Relations Act (NLRA) and awarded back pay as well as other relief.

She has litigated cases involving Title VII of the Civil Rights Act, the Age Discrimination in Employment Act, the Americans with Disabilities Act, the Employee Retirement Income Security Act, the Fair Labor Standards Act, the National Labor Relations Act, the Family and Medical Leave Act, various state discrimination statutes, and common law and tort claims, such as retaliatory discharge, defamation, and breach of contract claims.

We provide services to our clients regarding Federal, New Jersey and New York statutes, including: Family and Medical Leave Act, the Fair Labor Standards Act, Americans with Disabilities Act, Worker Adjustment and Retraining Notification Act, National Labor Relations Act, Title VII of the Civil Rights Act of 1964, Age Discrimination in Employment Act, Occupational Safety and Health Act, New Jersey Law Against Discrimination, Conscientious Employee Protection Act, New Jersey Family Leave Act, Civil Rights, ERISA, and Wage and Hour Law.

The NLRB is an independent agency — members are appointed by the president and confirmed by the US Senate — that enforces the National Labor Relations Act, one of the fundamental statutes in the United States governing private sector labor - management relations.

In Dish Network, LLC v. NLRB, the U.S. Court of Appeals for the Tenth Circuit found that the employer's termination of an employee for violation of an illegal no - solicitation policy violated the National Labor Relations Act.

Employment law blogs, including Porter Wright's Employer Law Report and Ogletree Deakins» Employment Law Matters, have been discussing an Advice Memorandum recently released by the National Labor Relations Board that addresses when an employee may be fired over negative comments about an employer on social media, and when such messages constitute «protected concerted activity» under the National Labor Relations Act.

The employee filed a charge claiming that her termination violated a provision of the National Labor Relations Act that protects concerted activity on behalf of employees to improve wages or working conditions.

On Monday, November 24th Alta Bicycle Share terminated a supervisor at Capital Bikeshare for illegal activity under the National Labor Relations Act.

In the U.S. it is banned by the interpretation of the Sherman Antitrust Act, by the Taft - Hartley Act, which amends the National Labor Relations Act of 1935, also known as the Wagner Act.

Initially, a walkout resulting from such a dispute should be presumed to be protected under Section 7 of the National Labor Relations Act if and when it is disruptive of the role played by a collective - bargaining representative which is not attempting to eliminate discrimination in the most efficient and expeditious manner possible.

it maintains or operates a hiring hall or hiring, office which procures employees for an employer or procures for employees opportunities to work for an employer, or the number of its members composed of other labor (or, where it is a labor organization composed of other labor organizations or their labor organization) is fifty or more prior to July 1, 1968, or twenty - five or more on or after July 1, 1968, and such labor organization is the certified representative of employees under the provisions of the National Labor Relations Act, as amended, or the Railway Labor Act, as amended; or 61 Stat.

Yet the struggle to advance labor rights continues, including the battle in Springfield to close the 4.5 loophole — Section 4.5 of the Illinois Educational Labor Relations Act.

International High School attorney Brooke Duncan issued this statement: «We continue to maintain that IHSNO as a charter school is not subject to jurisdiction under the National Labor Relations Act, as the acting chair of the National Labor Relations Board made clear in his dissent, and we expect the courts will eventually decide the issue.»

The bill, which now moves to the full House, strikes Section 4.5 of the Illinois Education Labor Relations Act, which bans the CTU's ability to bargain — and potentially strike — over non-monetary issues, a right denied to only to teachers in Chicago.

Tommy Fuller of the Fuller Law Group represented Universal Academy and successfully argued that charter schools are exempt from the NLRB's jurisdiction because they qualify as political subdivisions for the purposes of the National Labor Relations Act.

[2] National Labor Relations Act, Section 9 (c) and National Labor Relations Board Rules & Regulations Manual, Section 101.17, and Educational Employment Relations Act, Section 3544 (a)

Texas charters achieved a major victory on March 15th when the National Labor Relations Board (NLRB) upheld a June 2017 Administrative Law Judge (ALJ) decision dismissing a concerted activity claim by a former employee of Universal Academy on the grounds that the NLRB does not have jurisdiction over Texas public charter schools under the National Labor Relations Act (NLRA).

And unlike teachers at private schools, charter school teachers don't get the shield of the National Labor Relations Act, which contains some of the nation's strongest protections against unfair labor practices.

Handed to union officials by Congress in the National Labor Relations Act, monopoly bargaining gives union kingpins the leverage to herd workers into unions and then force them to pay union dues.

The National Labor Relations Act does not mandate unions exclusively represent all employees, but permits them to electively do so.

Private universities, however, are covered under the National Labor Relations Act rather than state labor laws and until 2001 there were no recognized unions at private universities.

Scott began studying the National Labor Relations Act and the role of public utility commissions in labor disputes involving electric utilities after following a 2012 labor dispute involving Consolidated Edison of New York.

That's why it may be time to re-examine the role of public utility commissions and the effect of the National Labor Relations Act in labor disputes regarding electric utilities, Scott suggests in a new study.

University administrators argued that graduate assistants who work for them are «not entitled to the protections of the [National Labor Relations Act] because they are students.»

NLRB board members ruled that graduate assistants should be considered «employees» under the National Labor Relations Act and so eligible to vote for bargaining rights.

The laws include the Fair Labor Standards Act, Occupational Safety and Health Act, National Labor Relations Act, Davis - Bacon Act, and Americans with Disabilities Act, among others.

Public Sector Unions were excluded from the National Labor Relations Act of 1935 (nicknamed the Wagner Act) signed by Franklin D. Roosevelt.

For example, some speech may fall under the protection of the National Labor Relations Act («NLRA»).

Damore asserted that his memo was designed to enlist his fellow employees in improving working conditions at Google, «concerted activity» protected by the National Labor Relations Act.