The National Labor Relations Board’s Acting General Counsel recently claimed in two cases that allegedly overbroad employment-at-will disclaimers contained in employee handbooks chill or interfere with employees’ exercise of their rights under the National Labor Relations Act (the Act) to engage in protected concerted activity.
On May 30, 2012, the National Labor Relations Board’s (NLRB) Acting General Counsel issued a report, applicable to union and non-union employers alike, intended to clarify the NLRB’s position on social media policies.
It should come as no surprise to those who even skim our blogs that the number of cases of pregnancy discrimination is rising rapidly.
Responding to reasonable accommodation and modification requests are topics that I regularly write about.
On a topic near and dear to my heart, I read an article at Law360 on Friday that was a real eye opener.
For the last two years, the National Labor Relations Board has consisted of only two members, one from each side of the political spectrum.
The IRS recently startled the corporate tax community, which community stills is struggling to effectively deal with, i.e., successfully block, Textron type summonses for the production of tax accrual workpapers and FIN 48 workpapers, by announcing in Annoucement 2010-9, a proposal which would require, for the first time, “large corporations” to report uncertain tax positions on a new schedule to be filed with their annual tax returns.