That “settled” NLRB case? It can come back to bite you. The Board just reminded employers that signing a settlement agreement doesn’t end your obligations — it extends them. In Pacific Bell Telephone Co. d/b/a AT&T California (374 NLRB No. 111, May 19, 2026), the NLRB granted default judgment against the company over unfair labor practices it thought were…

Lego’s Downtown Disney Store and the New Retail Organizing Playbook A union representing Lego Store employees at Downtown Disney filed an unfair labor practice charge alleging that the company is restricting employees’ on-the-job discussion of the union and is enforcing rules more aggressively in response to organizing. The specific tactics in the complaint will sound…

Construction Union Representational Case Highlights Craft Unit Analysis with Daniel / Steiny Voter Eligibility Formula. Sheet Metal Workers Local Union 26 petitioned to represent approximately 15 “sheet metal workers” — defined functionally as Assistant Roofers and Journeymen who primarily perform sheet metal work — at Kodiak’s Sparks, Nevada commercial and residential roofing operation. Kodiak does not have…

Ninth Circuit Reaffirms Employee Speech Protections — and Social Media Policy Lessons for Employers A few months ago, the Ninth Circuit issued NLRB v. North Mountain Foothills Apartments LLC, upholding the Board’s finding that terminating an employee for discussing wages and working conditions with coworkers was an unfair labor practice. The decision is straightforward as…

EEOC Sharpens Focus on National Origin Discrimination Against American Workers The EEOC has issued a new one-page technical assistance document — “Discrimination Against American Workers Is Against the Law” — and refreshed its national origin landing page. The signal is unmistakable: enforcement attention is shifting toward immigration-related employment practices, with an explicit emphasis on protecting…

Fourth Circuit: The NLRA’s “Manager” Exception Is Narrower Than You Think The Fourth Circuit joined the D.C. and Sixth Circuits in giving the NLRA’s judge-made “managerial exception” a deliberately narrow read — and the result is that more employees you may think of as “management” actually have full Section 7 rights to organize, complain, and…