| Unlawful Restraint or Coercion under The NLRA |
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| the National Labor Relations Act)More... |
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| Investigatory Powers of the NLRB |
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| In response to an increasingly hostile atmosphere between employers and employees, particularly where labor unions sought to organize, The National Labor Relations Act (NLRA) was passed in 1935 to governs the interactions between private sector employers and labor organizations. Part of the NLRA created the National Labor Relations Board (NLRB) to administer the NLRA. The main functions of the NLRB are to hold representational elections to determine whether employees wish to be represented by a union and to enforce NLRA provisions prohibiting unfair labor practices by both employers and employees.More... |
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| Volunteers and the Fair Labor Standards Act |
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| BackgroundMore... |
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| Military Leave |
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| Military leave for employees is governed by the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA), sometimes referred to as the Military Leave Act. The USERRA prohibits discrimination in employment against members of the U.S. military or military reserves who seek leaves of absence from their employment to serve in the military. USERRA requires an employer to reinstate employees to their jobs at the end of their military leaves; they may not be terminated or demoted. In addition, if the employee is otherwise qualified, the employee must receive any job promotions or pay increases he or she would have received if leave had not been taken. For purposes of benefits, time spent on leave must be counted as time on the job. Even if an employee who takes military leave is an at-will employee, he or she may not be fired without cause for a year after they return. More... |
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| Invasion of Privacy |
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| Employees may not have privacy rights in email sent on company-owned equipment even if the company makes assurances that all email communications are confidential and privileged. A wrongful discharge case against a Pennsylvania company that made such assurances was recently dismissed after an employee made inappropriate and unprofessional comments to his supervisor. The court found that an employee could have no expectation of privacy in communications made on a company email system to his supervisor.More... |
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