Protected Concerted Activity

NT Lakis Lawyers File Brief With NLRB, Arguing That National Labor Relations Act Does Not Protect Racist and Sexist Speech at Work

NT Lakis lawyers have filed a “friend-of-the-court” brief with the National Labor Relations Board (NLRB or Board) in a case

By |2019-11-15T16:49:00-05:0011/15/2019|Categories: Discrimination and Harassment, Labor Relations|Tags: , , |Comments Off on NT Lakis Lawyers File Brief With NLRB, Arguing That National Labor Relations Act Does Not Protect Racist and Sexist Speech at Work

Post-Epic Systems Ruling by NLRB Finds That Changes to Arbitration Agreement “in Response” to Lawsuit Did Not Violate the National Labor Relations Act

In a major decision issued by the U.S. Supreme Court last year, a closely divided Court ruled in Lewis v.

By |2019-09-23T08:09:02-05:009/23/2019|Categories: Arbitration and Dispute Resolution, Labor Relations|Tags: , , , , |Comments Off on Post-Epic Systems Ruling by NLRB Finds That Changes to Arbitration Agreement “in Response” to Lawsuit Did Not Violate the National Labor Relations Act

Unanimous NLRB, Again Drawing Line on Limits of “Protected Concerted Activity,” Rules in Quicken Loans That Public Bathroom Conversation Did Not Merit NLRA’s Protection

In a unanimous decision reversing a ruling by an agency Administrative Law Judge (ALJ), the National Labor Relations Board (NLRB)

By |2019-05-05T21:55:41-05:005/5/2019|Categories: Labor Relations|Tags: , , |Comments Off on Unanimous NLRB, Again Drawing Line on Limits of “Protected Concerted Activity,” Rules in Quicken Loans That Public Bathroom Conversation Did Not Merit NLRA’s Protection

U.S. Supreme Court Strikes Down Controversial NLRB Rule, Greenlighting Employment Arbitration Agreements Containing Class Waivers

The U.S. Supreme Court on Monday published its highly anticipated – and momentous – decision in a trio of consolidated

By |2020-09-21T13:54:44-05:005/25/2018|Categories: Arbitration and Dispute Resolution, Labor Relations|Tags: , , , , , , |Comments Off on U.S. Supreme Court Strikes Down Controversial NLRB Rule, Greenlighting Employment Arbitration Agreements Containing Class Waivers

Eighth Circuit, Reversing NLRB, Rules That Campaign by Workers To Disparage Their Employer Was Not Legally Protected Activity

In a welcome decision issued by the full Eighth Circuit Court of Appeals, the court has ruled that employees who

By |2017-08-04T14:21:03-05:008/4/2017|Categories: Labor Relations|Tags: , , |Comments Off on Eighth Circuit, Reversing NLRB, Rules That Campaign by Workers To Disparage Their Employer Was Not Legally Protected Activity

NT Lakis Attorneys File Brief With Supreme Court, Urging Reversal of NLRB’s Questionable Anti-Arbitration Rule

NT Lakis attorneys filed a friend-of-the-court brief with the Supreme Court in an important case testing the claimed legal authority

By |2017-07-07T15:17:56-05:007/7/2017|Categories: Arbitration and Dispute Resolution, Labor Relations|Tags: , , , , , , , |Comments Off on NT Lakis Attorneys File Brief With Supreme Court, Urging Reversal of NLRB’s Questionable Anti-Arbitration Rule

Second Circuit Rules That Employee’s Profanity-Laced Social Media Posting Was Protected Under Federal Labor Law

The U.S. Court of Appeals for the Second Circuit has ruled that an employee’s profanity-laced social media post targeting his

By |2020-09-21T13:55:01-05:005/14/2017|Categories: Labor Relations|Tags: , , , |Comments Off on Second Circuit Rules That Employee’s Profanity-Laced Social Media Posting Was Protected Under Federal Labor Law

NT Lakis Lawyers File Brief in Epic Systems v. Lewis Urging Supreme Court To Rule That Arbitration Class Waivers Do Not Violate the NLRA

NT Lakis lawyers have filed a “friend-of-the-court” brief with the Supreme Court urging the Justices to review and reverse a

By |2016-10-24T11:48:20-05:0010/14/2016|Categories: Arbitration and Dispute Resolution, Labor Relations|Tags: , , , , , |Comments Off on NT Lakis Lawyers File Brief in Epic Systems v. Lewis Urging Supreme Court To Rule That Arbitration Class Waivers Do Not Violate the NLRA