By Howard Wexler, Esq.

As recently reported on this blog here, here, and here, the NLRB has aggressively been trying to regulate the workplace implications of social media in both union and non-union workplaces alike. The NLRB’s recent decision in New York Party Shuttle, LLC, 359 NLRB No. 112 (May

By Bradford L. Livingston.

Most labor and employment laws provide employees and employers with a certain degree of reassuring consistency even as the law gradually develops.  While there may be slight differences in legal standards applied in the different federal circuits (that the U.S. Supreme Court may eventually clarify) and occasional “aberrant” or outlier

By Joshua M. Henderson.

Not to put it too indelicately, but has the NLRB made a fetish of the Section 7 right to engage in “concerted activities . . . for mutual aid or protection” — in the sense of rendering it excessive attention, even reverence?  One can easily conclude from its recent decisions