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An NLRB administrative law judge dismissed a complaint against the University of Dayton, finding its severance nondisclosure clause did not unlawfully restrict employees' labor rights under the landmark McLaren Macomb standard.
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The NLRB dismissed unfair labor practice charges against a Los Angeles nonprofit after finding a union employee's critical email about a community mural project was not protected activity under the NLRA.
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The U.S. Department of Labor recovered $77,523 in back wages for 12 kitchen workers at Buffet Palace in Austin, TX, after the restaurant paid straight salaries without the overtime premiums required under federal law.
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The NLRB ordered Google to bargain with the Alphabet Workers Union after ruling it unlawfully refused to recognize the union as a joint employer with staffing contractor Accenture Flex.
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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.