In light of the recent #MeToo movement and ongoing public discourse regarding workplace culture, employers in the health care industry are increasingly seeking creative ways to improve their own workplace culture, such as organizing internal committees to boost employee morale and to create a safe space for employees to voice concerns. While these goals are laudable, if not carefully constructed and managed, such a committee may unintentionally constitute an unfair labor practice under the National Labor Relations Act (“NLRA”).

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