Under current NLRB rules, a union can organize a bargaining unit of temporary employees, and the user employer’s solely employed regular employees, only if both employers consent. The Board is primed to change this rule.
Massachusetts High Court ruled the Commonwealth’s independent contractor law does not apply to real estate salespersons working for a licensed brokerage firm.
A recent move by the National Labor Relations Board threatens the right-to-work laws in 25 states, witnesses testified during a hearing conducted by the House Committee on Education and the Workforce.
The U.S. Supreme Court’s decision in Equal Employment Opportunity Commission v. Abercrombie & Fitch Stores, Inc. resulted in an expected outcome but provided an unexpectedly small amount of practical guidance for employers.
A California appellate court recently found that the defendant was entitled to attorney’s fees even after the plaintiff volunatirly dismissed the action.
In a closely watched case, a federal district court judge in Texas has dismissed one of the two lawsuits filed earlier this year against the NLRB seeking to invalidate the agency's new "ambush" election rule.
Wisconsin has firmly joined the majority of jurisdictions in the United States that hold that continued employment constitutes lawful consideration sufficient to enforce a restrictive covenant with a current at-will employee.
