by Mark S. Mathison, Esq., Gray Plant Mooty, Minneapolis
For the first time in a decade, the National Labor Relations Board (NLRB) is operating at full strength with five members and a confirmed General Counsel. The new board has a union-side majority and appears poised to expedite union organizing and support other collective activity across an increasingly broad spectrum of unionized and nonunionized workplaces.
Unions are powerfully aware that they must seize this moment, and they are organizing new targets and leveraging their board support in hopes of winning over a new generation of workers. Depending on the NLRB’s actions in the coming months, a large mix of employers—including religious institutions, colleges and universities, charter schools and Native American tribal entities—may find themselves in the cross hairs of federalfor the first time.
For employers not used to dealing with labor law issues, this...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- It's legal to use different disciplinary standards for probationary employees
- Arbitration agreement buried in job application? Have your attorney review it ASAP
- Count minutes—not just hours—when figuring FMLA eligibility
- Can we ban nurses from wearing protest buttons—without violating the NLRA?