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Over the past decade, the National Labor Relations Board (“NLRB”) has increasingly and aggressively enforced Section 7 of the National Labor Relations Act (“NLRA”) against private, non-union employers.
The National Labor Relations Board (NLRB) recently announced that it intends to lord a new disclosure requirement over the heads of federal contractors to squeeze them to settle any allegations of labor violations, even though regulations implementing the requirement have not been finalized.
We have written before about the NLRB’s attacks on handbook provisions and other restrictions on employee communications, with warnings about restrictions on confidentiality of investigations, on using the company’s email system, on social media and policies about reporting complaints.