Earlier this month, NLRB
General Counsel Robb issued a complaint alleging that it was illegal for Laborers' Local 79 to inflate balloons of any kind, and to rally on a public sidewalk using chants, whistles, and a bullhorn to shame companies involved in development who are not direct employers.
For 30 years or so, the NLRB
had held that two companies could be considered joint employers only if they shared orjointly decided matters governing the essential terms and conditions of employment, andactually exercisedthe right to control those conditions.
To briefly recap, the NLRB
had held for 30 years that two companies would only be considered joint employers if they shared or codetermined those matters governing the essential terms and conditions of employment, andactually exercisedthe right to control.
"On the heels of the ruling to overturn the expansive joint employer standard, this is another excellent decision by the new NLRB
," David French, senior vice president for government relations at NRF, said in a statement last month.
* Microbargaining Units:The NLRB
overturned the 2011 Specialty Healthcare decision, which allowed the formation of "micro units." The Board on Dec.
Similarly, Miscimarra, the sole Republican on the NLRB
's five-member board, has clashed with his fellow board members on critical employment law issues.
The Trump Administration cannot change the NLRB
's composition with the stroke of a pen.
When a local Teamsters union chapter wanted to declare an employer's lockout of employees unlawful, the NLRB
said the equivalent of "nope." The union protested, and asked to take a second look at the NLRB
Part I of this Note describes the NLRB
's role in protecting collective action in the workplace, as well as its responsibility to adapt its standards to changing social, economic, and technological circumstances.
They filed Unfair Labor Practice charges with the National Labor Relations Board's (NLRB
) Regional Office in Philadelphia.
places a heavy burden on employers whose rules or policies restrict employees in their exercise of such rights -- the restriction must be supported by a "legitimate and substantial business justification" that outweighs the employees' Section 7 rights.