Tag Archives: Section 7

Wage and Hour Division Issues Two Employer-Friendly Rules

Photo of David GrantPhoto of Shareef FaragBy David Grant and Shareef Farag on Posted in Wage and Hour
This week, the Wage and Hour Division announced the issuance of two rules interpreting the Fair Labor Standards Act (FLSA) that modernize its application and lessen the burden of overtime calculations for certain employers. First, the agency has eliminated archaic distinctions hindering use of the exception for retail or service establishments under Section 7(i) of … Continue Reading

A Shift Toward Employers?

Photo of Amanda Van Hoose GarofaloBy Elliot Azoff and Amanda Van Hoose Garofalo on Posted in NLRB
As most employers are now aware, the National Labor Relations Board (NLRB, or the “Board”) in recent years has adopted more restrictive, non-employer-friendly approaches to what it will permit in workplace policies. These rules have been applied to union employers and just as vigorously to unorganized employers. Management labor lawyers have been placing their clients … Continue Reading

Tinley Park Hotel and Convention Center: The NLRB Gets Out Its Selfie Stick

Photo of Bryan O’KeefeBy Bryan O’Keefe on Posted in NLRB, Social Media
Over the past few years, many employers have found out—the hard way—that the National Labor Relations Board is serious in policing employee handbooks for provisions that the Board believes are “overly broad” under Section 7 of the National Labor Relations Act, which protects employees’ right to engage in protected concerted activity—that is, the right of … Continue Reading

Think Your Handbook Is Legally Compliant? NLRB Says, “Think Again”

By Ana Salper and Adam Seldon on Posted in NLRB
In the most recent memorandum issued by the General Counsel (“GC”) of the National Labor Relations Board (“Board”) regarding workplace policies, memorandum GC 15-04, the Board offers employers new guidance on how to craft employee handbook rules that do not run afoul of the National Labor Relations Act (“Act”). The two-part memorandum first analyzes employer … Continue Reading
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