loader
Page is loading...
generic_insight_detail

NLRB Hits Ceiling in Continual Push to Expand Scope of Protected Concerted Activity


Whether the National Labor Relations Board (NLRB) is issuing rulings invalidating employee handbook policies that encourage civil behavior among employees or attempting to get discharged employees reinstated after profanity-laced Facebook rants against their supervisors, the board seems determined to push the limits of what can be considered “protected concerted activity” under the National Labor Relations Act (NLRA). Regardless of whether an employer is a union shop or not, under the NLRA employers may not take adverse action if the employee’s conduct qualifies as protected concerted activity, which has traditionally been defined as when two or more employees take action for their mutual aid or protection regarding terms and conditions of employment. Continue reading this post on the BT Currents Employment blog.


LEAVE YOUR COMMENT

RELATED ARTICLES

NLRB Announces Strategic Plan For 2019 to 2022

December 13, 2018 | Labor Relations, national-labor-relations-board

NLRB GC Action May Make Unions More Accountable To Their Members

October 26, 2018 | national-labor-relations-board

Reckless Driving: Employee Discharge For Antics On Public Highway Upheld

October 5, 2018 | strikes-and-picketing, unions-and-union-membership

You’ve Got Mail! NLRB Chairman Issues Letter Regarding Employer Email Case

September 25, 2018 | national-labor-relations-board

Subscribe

Do you want to receive more valuable insights directly in your inbox? Visit our subscription center and let us know what you're interested in learning more about.

View Subscription Center
Trending Connect
We use cookies on this site to enhance your user experience. By clicking any link on this page you are giving your consent for us to use cookies.