Last November, the National Labor Relations Board (NLRB) delivered some of its trademark rulemaking whiplash with a new final rule to considerably increase the number of businesses defined as “joint employers.”
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So far, 2024 appears to be the year that employers are pushing back against what they believe is essentially unchecked power of the National Labor Relations Board (NLRB).
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The tipping of servers is so customary that the practice is here to stay, although some restaurants have attempted to reverse the trend without much success. We will, however, discuss why unions are eager to spread tipping elsewhere.
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Starbucks’ drink menu can be tweaked into an infinite variety of different drink possibilities. In the same way, there is no shortage of benefits from listening to workers’ concerns before they blend into a labor disaster.
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Yesterday, we delved into the increasingly contentious dynamic between federal agencies, like the National Labor Relations Board (NLRB), and their challengers in the legal arena. These aren’t the only challenges the NLRB and other agencies face; employers are actively using the legal system to push back on many fronts.
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