Today’s Reminder that Documenting Poor Behavior is Critically Important

A Burger King franchise was sold. The new owner hired most of the old company’s employees. One employee not hired was a union organizer who was involved in the Fight for $15 campaign. It is illegal to not hire a known union organizer because of that employee’s union organizing activity. At trial, the employer’s manager,…
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Former NLRB Chairman Speaks for Businesses when He Yearns for Better Days at the Board

As many followers of this blog know, the National Labor Relations Board is supposed to have 5 members on it: two representing management, two representing labor, and one from the sitting President’s party. President Trump’s Republican party generally skews pro-management. So, once his nominations are confirmed, the NLRB should consist of a 3-2 pro-company majority.…
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Are Unions Regrouping, Planning for Post-Trump NLRB?

Surprisingly, most unions were slow in reacting over the past several years to the pro-union NLRB. It seemed as if unions were content on allowing the NLRB to do their heavy lifting. I fully expected unions to file more unfair labor practice charges (since the Board rarely found in favor of an employer), more petitions…
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UAW Wins Right to Organize College Resident Advisers, Cancels Election to Avoid Loss

Organized labor has been on a crusade to organize all facets of higher education. The NLRB has granted unions the right to organize adjunct professors, graduate assistants, and Division I scholarship athletes. These wins have been controversial but successful for unions. You can now add to that list Resident Advisors. The Regional Director of the…
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President Trump’s Proposed Budget Eliminates Union-Funding Harwood Grant

President Trump’s budget slashed the Department of Labor’s funding from $12.2 billion this year to $9.6 billion next year. This equals a 21% cut. On the chopping block is the DOL’s Susan Harwood Training Grant Program. You don’t know what the Susan Harwood Grant is? I didn’t either. The Susan Harwood grant gives out grants…
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Will New NLRB Stop Protecting Unlawful Employee Conduct?

Something is wrong when the EEOC can find an employer liable for tolerating racist or sexist remarks by employees, and the NLRB can find an employer liable for not tolerating racist or sexist remarks by employees. But that is the quandary employers are left with after eight years of watching the Obama NLRB change laws…
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