Late last year, I wrote on the controversial executive actions on immigration that President Obama announced in November. As I noted then, those executive actions include several initiatives that will make it easier for employers to hire and retain highly skilled foreign national workers.
One of these initiatives—finalizing new regulations to provide work authorization
This past December, the National Labor Relations Board (NLRB) issued its Final Rule implementing an accelerated process for conducting union representation elections—the
“Quickie Election” Rule. The new regulations are to go into effect on April 14, 2015. Various trade groups, including the U.S. Chamber of Commerce, have already filed legal challenges seeking to invalidate the
The majority’s Purple Communications ruling effectively gives employees a statutory right to use employer email systems for non-business purposes, including union organizing. In shifting the balance toward greater employee rights, the majority brushed aside as irrelevant the fact that today’s employees already have many other options, such as personal electronic devices and social media, that
The executive actions on immigration that President Obama announced in late November include a hodgepodge of new policies and directives that will impact millions of foreign nationals—both documented and undocumented—now living and working in the United States.
The most sweeping changes are the deferred action policies that will provide protection from deportation to an estimated
A few weeks ago, I wrote a blog post about the recent line of NLRB cases examining what constitutes “protected, concerted” activity in the context of employees engaging in profane, insulting, or disrespectful conduct or talk about their jobs or their supervisors. As I noted, there is a clear trend at the NLRB to find
In an earlier post, I wrote about the NLRB’s most recent social media decision. In that case, the NLRB held that Triple Play Sports Bar and Grille’s termination of two employees for their participation in a profanity-laced Facebook discussion about Triple Play’s owners violated the employees’ right to engage in “protected, concerted” activity under
The NLRB recently issued another case on employer social media policies, ruling that clicking Facebook’s “Like” button can constitute “protected, concerted” employee activity under the National Labor Relations Act (NLRA).
A former employee of Triple Play Sports Bar and Grille, a non-union employer in Watertown, Connecticut, was upset that Triple Play’s owners had under-withheld her