We use cookies to customise content for your subscription and for analytics.
If you continue to browse Lexology, we will assume that you are happy to receive all our cookies. For further information please read our Cookie Policy.
In cooperation with Association of Corporate Counsel
  Request new password

Search results

Order by most recent / most popular / relevance

Results: 1-10 of 1,283

NLRB puts unionization on the fast track

  • Husch Blackwell LLP
  • -
  • USA
  • -
  • December 16 2014

The National Labor Relations Board (NLRB) has delivered several significant changes for employers and employees as 2014 draws to a close. Two of

NLRB rules that employees may use work email for union communications

  • Phelps Dunbar LLP
  • -
  • USA
  • -
  • December 16 2014

In a divided opinion issued on December 11, 2014, the National Labor Relations Board decided that employees who have been given access to their

NLRB changes the rules (again) now employees can use company email for Section 7 purposes

  • Fennemore Craig
  • -
  • USA
  • -
  • December 16 2014

On December 11, 2014, in Purple Communications, Inc. and Communications Workers of America, AFL-CIO. Cases 21-CA-0951 51, 21-RC-091531, and

NLRB opens company email systems to employees for communications protected by the National Labor Relations Act

  • Ford & Harrison LLP
  • -
  • USA
  • -
  • December 16 2014

Perhaps overlooked due to the announcement by the National Labor Relations Board ("NLRB" or the "Board") of its revised procedures

Employees may use company email to support unions

  • Latham & Watkins LLP
  • -
  • USA
  • -
  • December 15 2014

On December 10, 2014, the National Labor Relations Board (NLRB) issued a decision reversing a 2007 NLRB decision which held that an employer could

NLRB overturns Register Guard and holds employee use of email on nonworking time for union organizing must presumptively be permitted

  • Duane Morris LLP
  • -
  • USA
  • -
  • December 15 2014

On December 11, 2014, a divided National Labor Relations Board (the "Board") overturned its 2007 decision inRegister Guard and held that employee use

Unions can now use your email to organize your workforce

  • Pierce Atwood LLP
  • -
  • USA
  • -
  • December 15 2014

NLRB rules in Purple Communications that limiting email use violates workers' Section 7 rights. In latest pro-employee action, the NLRB overturns its

NLRB rules that employers must permit non-business use of email

  • Akerman LLP
  • -
  • USA
  • -
  • December 15 2014

The National Labor Relations Board, in a 3-2 decision, has held that employee use of email for activities directed to terms and conditions of

Board adopts presumption that employees can use employer’s email system to engage in protected activity

  • Jackson Lewis PC
  • -
  • USA
  • -
  • December 13 2014

In a controversial but not unexpected decision, reversing precedent, a majority of the National Labor Relations Board held that absent special

NLRB holds that employees have the right to use company email systems for union organizing union and non-union employers are all affected

  • Epstein Becker Green
  • -
  • USA
  • -
  • December 12 2014

In its Purple Communications, Inc., decision, the National Labor Relations Board ("NLRB" or "Board") has ruled that "employee use of email for