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The NLRB ruled that a postal union violated its duty of fair representation by fabricating grievance records for a fired worker, and that the union's own deception paused the filing clock.
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The NLRB's April 2026 denial of Browning-Ferris's reconsideration motion closes the book on a 13-year legal odyssey, but the joint employer question it ignited remains as unsettled as ever.
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The U.S. Department of Labor recovered $122,476 in back wages for 140 workers at AirSouth LLC, a Mississippi HVAC company, after finding the employer failed to include bonuses in overtime calculations and withheld final paychecks from two employees.
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The U.S. Department of Labor launched four voluntary self-assessment tools to help businesses identify forced labor risks in global supply chains and comply with federal import law.
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The NLRB found ILA Local 1694 violated federal labor law by systematically blocking a dissident worker from job referrals in retaliation for writing complaint letters to union leadership, ruling that walking away was entirely reasonable.
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The NLRB ruled Prime Communications' severance agreements unlawfully silenced former employees, reaffirming federal protections against overbroad nondisparagement and confidentiality clauses in the workplace.
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The NLRB found ILA Local 1526 violated federal labor law by failing to fairly represent a member's seniority claim and threatening workers who filed charges or testified against the union.
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The NLRB ruled that Century Linen & Uniform violated federal labor law when management directly assisted an employee decertification effort, rendering the resulting petition legally tainted and the company's subsequent withdrawal of union recognition unlawful.
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An NLRB ruling orders Jetstream Ground Services to bargain with SEIU Local 32BJ after the Charlotte airport contractor refused for nearly three years, even as it claimed to be dissolving its business.
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The U.S. Department of Labor recovered $85,197 for 36 workers at a Buda, TX coffee bar after its general manager illegally participated in the employee tip pool, voiding the employer's tip credit and triggering full minimum wage liability.
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The U.S. DOL sued a Valley Springs, SD contractor after a worker suffered severe burns on the job and was fired two days after reporting the injury, a potential violation of federal whistleblower law.
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A union that used a neutrality agreement to organize ATI lab workers couldn't then bypass that same agreement's arbitration process by filing an NLRB petition, so the Board dismissed it.