Labor and Employment Law Center

In light of the Chevron, it will be more difficult for the NLRB to expand its reach and issue new remedies for violations of the National Labor Relations Act and will no longer be able to engage in sea shifting legal changes.

Following a recent U.S. Supreme Court decision, the National Labor Relations Board’s burden to secure injunctions against employers has been significantly raised.

On April 29, the Equal Employment Opportunity Commission finalized its harassment guidelines that supersede previous editions and address gender identity, social media and telework.

If permitted to go into effect, the rule will have a profound impact on how U.S. businesses hire, train and pay workers and protect sensitive business information.

Effective June 19, 2024, the Equal Employment Opportunity Commission’s final rules to the Pregnant Workers Fairness Act requires accommodation to conditions including those brought about by “having, or choosing not to have, an abortion.”

As more and more workforces are seeking to unionize, it is critical that employers understand their rights and obligations under the National Labor Relations Act.

OSHA announced a final rule establishing the rights of employees to choose a representative to accompany OSHA officials on worksite inspections.

To stave off potential lawsuit claims, employers have the option of including a statute of limitation provision for employment applications.

The rule relies on a multifactor “economic reality test” and totality of the circumstances analysis to determine an individual’s status.

The NLRB memo provides important insight into union recognition and the new requirements that employers will have to abide by regarding bargaining obligations.

The new NLRB rule contemplates joint employer status regardless of whether control is actually exercised, and without regard to whether the exercise of control is direct or indirect.