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  • Interfering with employee rights (Section 7 8 (a) (1))
    Employees have the right to unionize, to join together to advance their interests as employees, and to refrain from such activity It is unlawful for an employer to interfere with, restrain, or coerce employees in the exercise of their rights
  • NLRB Rules That Non-Disparagement and Confidentiality Provisions in . . .
    The NLRB held that the confidentiality provision violated employees’ Section 7 rights because it prohibited employees from discussing the terms of the severance agreement with union representatives, former co-workers who may receive similar agreements, or even future co-workers
  • National Labor Relations Act Section 7 Rights - LegalClarity
    Define your NLRA Section 7 rights Learn the legal boundaries of protected concerted activity, who is covered, and how to file a violation charge with the NLRB
  • Managers Not Protected by NLRA Concerted Activity Rules
    When modifying policies to comply with these decisions, some employers forget that not all employees are protected under Section 7 As with most provisions of the NLRA, managers and supervisors cannot assert claims for violations of concerted activity rights
  • The Employer’s Guide to Section 7 of the National Labor Relations Act
    Employers who violate these rights could face significant penalties Section 7 of the National Labor Relations Act (NLRA) describes the protections that the law provides It covers a wide range of activities, which can put employers in a precarious position
  • Section 7 of the NLRA: Your Ultimate Guide to Workplace Rights
    The NLRA also established the national_labor_relations_board (NLRB), the federal agency responsible for enforcing these rights When an employer violates Section 7, it's called an unfair_labor_practice under section_8_of_the_nlra, and the NLRB is the body that investigates the charge
  • NLRB Rules Non-Disparagement and Confidentiality Provisions in . . .
    In a significant reversal of past precedent, a divided National Labor Relations Board ruled on February 21, 2023 that severance agreements which contain confidentiality or non-disparagement clauses are in violation of the National Labor Relations Act
  • NLRA – Section 7:
    In June 1972, Ms Leura Collins, a lunch-counter clerk at Store No 98 in Houston, Texas, was called into the manager's office and interrogated by her manager and a loss prevention investigator employed by the store
  • Using the NLRA to enforce the rights of non-union employees
    The Board held that the arbitration agreement’s categorical prohibition of class claims in any forum violated the substantive rights vested in employees by Section 7
  • Weingarten Rights | National Labor Relations Board
    This right was first articulated by the Supreme Court in the case, NLRB v J Weingarten, Inc In that case, the Court found that Section 7 of the NLRA protects employees who refuse to submit to certain interviews without a requested representative present





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