For employers with a union workforce — or a workforce that could unionize — complying with the National Labor Relations Act is an ongoing headache. That headache will only intensify thanks to the National Labor Relations Board (NLRB), the federal agency responsible for regulating labor law.

Election years often bring a flurry of legislative and regulatory activity. This first of a two-part series will describe some key changes in federal regulations that may make it harder, more costly, and less efficient for employers to run their organizations.

The NLRB has regularly ruled that employees have the right to complain and even insult their employers online, as long as doing so constitutes “protected activity.” When developing policies around how workers can talk about their workplaces on social media, companies must be careful that they don’t violate federal laws.

For companies that want to create a safe, harassment-free, professional work environment, the NLRB’s ruling in the Boch case presents challenges to achieving those goals. In order to avoid problems, employers need to understand the issues involved and carefully craft their dress code policies.

On Aug. 27, 2015, the National Labor Relations Board (NLRB), the federal agency responsible for regulating labor law, issued a controversial landmark decision, which overturned 30 years of established precedent and has the potential to upend traditional labor relations.

A few recent decisions by the National Labor Relations Board (NLRB) have sparked significant concern among employers and merit consideration by any company, whether unionized or not.

With the Supreme Court on one side of the issue and the NLRB firmly on the other, it is important for employers to fully understand the pros and cons of arbitration agreements with class action waivers, especially in an era of increased employment-related litigation.

When Wendy’s International LLC created its employee handbook, the company probably never imagined it would become the poster child for what not to do. Yet the National Labor Relations Board (NLRB) has held up Wendy’s efforts as an example of illegal, overbroad rules and regulations in violation of federal labor laws.

When employees curse excessively in the workplace, or even a little bit, some companies may want to use their own “f-word” — as in “firing.” Others may barely notice, and some may not want to deal with it. Yet employers need to carefully consider their responses to profane and obscene language in the workplace.