by Dorraine A. Larison, Esq., Gray Plant Mooty, St. Cloud
Many employers assume that the National Labor Relations Act (NLRA), enacted over 70 years ago, applies only to unionized workplaces and employees who belong to unions. Not true. In fact, the NLRA covers almost all employees and private employers.
Recent decisions and actions of the National Labor Relations Board (NLRB) have confirmed the NLRB’s interest in influencing policy in both union and nonunion workplaces.
Protected concerted activity
The NLRB’s recent decisions focus on the rights of employees to engage in protected concerted activity, a concept based on the rights granted to employees under Section 7 of the NLRA, including the right to:
- Form, join or assist a union
- Engage in concerted activities for collective bargaining or other mutual aid or protection
- Refrain from all of the above.
It is an unfair labor practice under the NLRA to coerc...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- When Can You Discipline, Fire Disabled Workers? New EEOC Guidance Explains
- Unions suffer another setback in a string of losses at Delta
- Employees who don't meet whistle-blower law requirements still have legal protection
- Leave arbitration agreement out of handbook