Insights

In a unionized workforce, employers generally cannot make unilateral changes to “mandatory subjects of bargaining” relating to the terms and conditions of employment without first providing the union with notice and an opportunity to bargain.

As organized labor activity has been on the rise in recent years and stories about union-related matters have become regular news, labor relations questions have ever-increasingly become front-of-mind for employers.

The Dartmouth men’s basketball team is scheduled to tip-off its 2024-25 NCAA season. Not surprisingly, they will do so without a labor contract, notwithstanding the team’s historic vote last March to unionize under federal labor law as “employees” of Dartmouth.

The NLRB’s efforts to reshape federal labor law continued last week with its decision overruling <EM>Specialty Healthcare</EM> and changing the standard for determining when a proposed bargaining unit is legally appropriate.

Does a former employee have a valid claim for continuing commissions for future purchases from customer that they cultivated while employed?

Find guidance to employers on bringing counterclaims or separate lawsuits against plaintiff employees who have initiated claims against the employer.

Boo! It appears that fright-fest preparations for New York City employers will come early this year now that Mayor de Blasio has signed a New York City law that prohibits employers from inquiring into or relying on a job applicant’s compensation history to determine compensation in the hiring process.

If you ain’t first, you’re last. Not so say the Ford UAW workers whose bargaining committee recently reached a new tentative agreement with Ford.

Employee wellness programs are frequently a source of ulcer-causing angst for employers, but the Equal Employment Opportunity Commission (EEOC) is making moves to treat some of the underlying issues.