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15 Dec 2014, 7:14 am
As expected, the National Labor Relations Board again adopted new Rules for union representation cases, significantly reducing the period between the filing of a petition and a union election. [read post]
15 Dec 2014, 4:00 am
Following a decision last Thursday permitting employees to use company email to badmouth you and unionize, the National Labor Relations Board ended last week by passing a new rule, which, in its words, updated "its representation-case procedures to modernize and streamline the process for resolving representation disputes. [read post]
15 Dec 2014, 12:00 am
In a precedent-setting ruling, the National Labor Relations Board (NLRB or the "Board") held last week in Purple Communications that Section 7 of the National Labor Relations Act (NLRA) requires employers, except in very limited circumstances, to open their corporate e-mail systems to union organizing by employees and to group discussions among employees about the terms and conditions of employment during non-work… [read post]
15 Dec 2014, 12:00 am
In a precedent-setting ruling, the National Labor Relations Board (NLRB or the "Board") held last week in Purple Communications that Section 7 of the National Labor Relations Act (NLRA) requires employers, except in very limited circumstances, to open their corporate e-mail systems to union organizing by employees and to group discussions among employees about the terms and conditions of employment during non-work… [read post]
14 Dec 2014, 10:45 pm
In Purple Communications, Inc., 361 NLRB No. 126, issued on December 11, 2014, the National Labor Relations Board (NLRB) decided that employees must presumptively be permitted to use their employer’s e-mail system, during non-working time, to communicate with each other about workplace issues, including but not limited to union organizing efforts. [read post]
14 Dec 2014, 10:45 pm
In Purple Communications, Inc., 361 NLRB No. 126, issued on December 11, 2014, the National Labor Relations Board (NLRB) decided that employees must presumptively be permitted to use their employer's e-mail system, during non-working time, to communicate with each other about workplace issues, including but not limited to union organizing efforts. [read post]
14 Dec 2014, 7:58 pm
Companies will need to revise their employee email policies following a ruling from the National Labor Relations Board (NLRB) (Purple Communications on December 11, 2014). [read post]
13 Dec 2014, 12:35 am
Today's post was shared by Steven Greenhouse and comes from www.bizjournals.com The National Labor Relations Board ruled Thursday that employees can use their employer's email systems for union organizing communications during nonwork hours.The decision, in a case involving Purple Communications, applies to employees who already had been granted access to their employer's email systems. [read post]
12 Dec 2014, 2:34 pm
., decision, the National Labor Relations Board (“NLRB” or “Board”) has ruled that “employee use of email for statutorily protected communications on nonworking time must presumptively be permitted” by employers that provide employees with access to email at work. [read post]
12 Dec 2014, 2:34 pm
., decision, the National Labor Relations Board (“NLRB” or “Board”) has ruled that “employee use of email for statutorily protected communications on nonworking time must presumptively be permitted” by employers that provide employees with access to email at work. [read post]
12 Dec 2014, 2:30 pm
., decision, the National Labor Relations Board (“NLRB” or “Board”) has ruled that “employee use of email for statutorily protected communications on nonworking time must presumptively be permitted” by employers that provide employees with access to email at work. [read post]
12 Dec 2014, 2:30 pm
., decision, the National Labor Relations Board (“NLRB” or “Board”) has ruled that “employee use of email for statutorily protected communications on nonworking time must presumptively be permitted” by employers that provide employees with access to email at work. [read post]
12 Dec 2014, 2:28 pm
., decision, the National Labor Relations Board (“NLRB” or “Board”) has ruled that “employee use of email for statutorily protected communications on nonworking time must presumptively be permitted” by employers that provide employees with access to email at work. [read post]
12 Dec 2014, 2:18 pm
., decision, the National Labor Relations Board (“NLRB” or “Board”) has ruled that “employee use of email for statutorily protected communications on nonworking time must presumptively be permitted” by employers that provide employees with access to email at work. [read post]
12 Dec 2014, 1:33 pm
The National Labor Relations Board, the US Department of Labor, the Equal Employment Opportunity Commission, various other federal and state agencies and, of course, a robust and invigorated plaintiff’s class action bar are advocating a liberalized definition of “joint employer. [read post]
12 Dec 2014, 12:20 pm
In perhaps one of its boldest moves, on December 11, the National Labor Relations Board (NLRB) overturned existing precedent and held that employees have the right to use their employer’s e-mail system for Section 7 concerted activity, including union-organizing activities, during nonbusiness hours. [read post]
12 Dec 2014, 11:07 am
by Tammy Binford The National Labor Relations Board (NLRB) has adopted a much-criticized rule to change and speed up union representation elections—an action that’s drawing fire from opponents of the change. [read post]
12 Dec 2014, 10:55 am
By Brian Hall In a decision issued yesterday, the National Labor Relations Board opened the door for employees to use company email to send messages encouraging co-workers to unionize. [read post]
12 Dec 2014, 10:23 am
The National Labor Relations Board, by a 3-2 vote, just reversed legal precedent to declare that workers have a right to use their employers’ email systems for non-business purposes, including union organizing. [read post]
12 Dec 2014, 9:51 am
Specifically, on December 11, 2014, the National Labor Relations Board (“NLRB” or the “Board”) issued a 74-page decision in Purple Communications, Inc. and Communications Workers of America, AFL–CIO. [read post]
