NYC Executive Order requires all large retail or food service employers operating on the premises of a “City Development Project” to sign a so-called “Labor Peace Agreement” with any union that seeks to represent their employees.
The NLRB has held that an employer must meet a very high level of specificity in a management-rights clause before the Board will find that the union unequivocally waived its right to bargain over the action in question.
Mayor Bill de Blasio recently signed a bill amending the New York City Displaced Building Service Workers Protection Act, significantly expanding its coverage.
The NLRB has held a union seeking to represent employees in a bargaining unit composed of employees solely employed by a “user employer” and those it jointly employees with a temporary labor provider is not required to obtain the consent of both employers
Littler's Workplace Policy Institute Insider Report details key labor, employment, and benefits news and events at the federal, state, local, and global levels.
The D.C. Circuit affirmed the NLRB’s order that two companies reimburse the union's bargaining expenses as an appropriate remedial measure for having engaged in bad faith bargaining.
In a decision that sheds light on the potential viability of the DOL's Persuader Rule, a Minnesota district court on June 22, 2016, denied a request to enjoin the rule, which the DOL intends to begin enforcing on July 1, 2016.
The DOL has clarified when the persuader rule will not apply to agreements between an employer and an advisor to provide "persuader" services on or after July 1, 2016.
