The National Labor Relations Act (“NLRA”) makes it unlawful to terminate an employee who engages in concerted, protected activity, which generally means that you can say, object and complain, and offer suggestions to your employer without fear of termination of employment or other adverse actions so long as your conduct is in the mutual aid and protection of your co-employees and relates to the terms and conditions of employment. » Read More
Over the past few months, we have written about President Trump’s efforts to fill the two vacant seats on the National Labor Relations Board (“NLRB”) with William Emmanuel, a management-side labor attorney in private practice, and Marvin Kaplan, an attorney for the Occupational Safety and Health Administration (“OSHA”). » Read More
Late last month, President Trump announced his two picks for the National Labor Relations Board (NLRB): William Emanuel, a management-side labor attorney in private practice, and Marvin Kaplan, an attorney for the Occupational Safety and Health Administration (OSHA). If approved by the U.S. » Read More
Employers, what would you do if an employee made a post on Facebook that referred to his/her supervisor as a “nasty mother***er” and also stated “f**k [the supervisor] and [his/her] entire f***ing family?” It’s a no-brainer that you would fire them, right? » Read More
With summer over and school back in session, two recent National Labor Relations Board (“NLRB”) decisions affecting the education industry ensure that students aren’t the only ones with homework to do this fall. » Read More
With 2015 coming to an end, New Jersey employers must ready their businesses for the coming year. With this in mind, we have compiled the following information for New Jersey employers to consider as we enter 2016.
The New Jersey Department of Labor announced in September 2015 that the state minimum wage would remain the same.
Section 7 of the National Labor Relations Act protects the right of employees to discuss with each other, the terms and conditions of their employment, including their wages and benefits. A recent decision of the National Labor Relations Board once again emphasized that these protections apply to both union and non-union employees, whether the discussions are in person or through social media such as Facebook. » Read More
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