Apogee Retail reversed the NLRB’s controversial 2015 decision in Banner Estrella Medical Center, which had made it illegal for employers to maintain rules or policies requiring confidentiality of employees during ongoing workplace investigations.
On December 28, 2018, the D.C. Circuit issued its long-awaited decision regarding the National Labor Relations Board’s (NLRB) 2015 decision in Browning-Ferris Industries.
In 2019, employers can expect positive developments as the National Labor Relations Board (NLRB) addresses a number of significant issues under the National Labor Relations Act (NLRA).
On September 14, 2018, the National Labor Relations Board (NLRB) published a notice of proposed rulemaking (NPRM) in the Federal Register addressing how it will determine whether an employer is a joint employer of another entity’s employees.
On August 1, 2018, the National Labor Relations Board (NLRB) invited briefs on “whether the Board should adhere to, modify, or overrule its 2014 decision in Purple Communications, Inc.” The following questions and answers revisit Purple Communications and examine the standard the NLRB may return to if it does indeed overrule that landmark case.
Just hours before Chairman Miscimarra’s tenure is to end, the National Labor Relations Board (NLRB) issued two decisions with sweeping impact. Together, they overturn many of the Obama Board’s most controversial decisions that radically departed from decades-long precedent under the National Labor Relations Act (NLRA). We will discuss the Board’s decision regarding employer policies in another article. Our subject here is the Board’s decision yesterday that overturned the 2015 Browning-Ferris Industries case.
Overturning decades of precedent, the National Labor Relations Board (NLRB), on August 27, 2015, issued its long-awaited decision in Browning-Ferris Industries of California, Inc. d/b/a BFI Newby Island Recyclery, 362 NLRB No. 186 (August 27, 2015). The decision establishes a new standard for determining when two entities are a single “joint employer” over a group of workers.
Over the past few months, the National Labor Relations Board (NLRB) has taken a series of steps to dramatically broaden the long-standing standard of when a wholly-independent company (e.g., a primary contractor or franchisor) will be deemed a joint employer of the employees of another company (e.g., a subcontractor or…..