{"id":724,"date":"2017-12-19T14:29:00","date_gmt":"2017-12-20T00:29:00","guid":{"rendered":"https:\/\/www.skyloft.dev\/hosted-clients\/esandalaw\/?p=724"},"modified":"2022-06-05T14:36:20","modified_gmt":"2022-06-06T00:36:20","slug":"national-labor-relations-board-overturns-key-obama-era-rulings","status":"publish","type":"post","link":"https:\/\/www.skyloft.dev\/hosted-clients\/esandalaw\/news-and-information\/national-labor-relations-board-overturns-key-obama-era-rulings\/","title":{"rendered":"National Labor Relations Board Overturns Key Obama-era Rulings"},"content":{"rendered":"\n<p>The National Labor Relations Board (NLRB), and its recent Republican majority, has begun the long-anticipated overturning of Obama-era rulings and decisions. For employers, this means a return to more employer-friendly NLRB policies with respect to:<\/p>\n\n\n\n<ul><li><strong>Joint employer status:<\/strong>&nbsp;The controversial&nbsp;<em>Browning-Ferris<\/em>&nbsp;decision of 2015 held that employers and staffing agencies could be joint employers based on indirect control over employment. The NLRB ruling in&nbsp;<a href=\"https:\/\/www.nlrb.gov\/news-outreach\/news-story\/nlrb-overrules-browning-ferris-industries-and-reinstates-prior-joint\" target=\"_blank\" rel=\"noreferrer noopener\"><em>Hy-Brand<\/em><\/a>&nbsp;returns to the \u201cdirect and immediate\u201d control standard to find joint employer status.<\/li><li><strong>Employee handbook policies:<\/strong>&nbsp;Under the&nbsp;<em>Lutheran Heritage<\/em>&nbsp;standard, a company policy was illegal if employees could \u201creasonably construe\u201d the policy to interfere with the employee\u2019s right to engage in protected, concerted activity. This standard was interpreted to invalidate various neutral employer policies, most notably those relating to employee use of social media and electronic communications in the workplace. With&nbsp;<a href=\"https:\/\/www.nlrb.gov\/news-outreach\/news-story\/nlrb-establishes-new-standard-governing-workplace-policies-and-upholds-no\" target=\"_blank\" rel=\"noreferrer noopener\"><em>The Boeing Company<\/em><\/a>&nbsp;case, the NLRB established a new test: the impact of a rule on employees\u2019 rights to engage in protected, concerted activity must be balanced with the employer\u2019s legitimate business interest in having such a rule.<\/li><li><strong>Employer\u2019s duty to bargain with union:<\/strong>&nbsp;The NLRB decision in&nbsp;<a href=\"https:\/\/www.nlrb.gov\/news-outreach\/news-story\/nlrb-clarifies-duty-bargain-over-%E2%80%9Cchanges%E2%80%9D-are-consistent-past-practice-0\" target=\"_blank\" rel=\"noreferrer noopener\"><em>Raytheon<\/em><\/a>&nbsp;reverses du Pont, a 2016 decision which required employers to bargain over unilateral changes to any employment conditions, as a mandatory subject of bargaining, even if similar changes were made in the past.<\/li><\/ul>\n\n\n\n<p>For details, see the\u00a0<a href=\"https:\/\/www.esandalaw.com\/pdfs\/ESA_Memo_NLRB_Changes_2017.pdf\">white paper<\/a>\u00a0by ES&amp;A director\u00a0<a href=\"https:\/\/www.esandalaw.com\/staff\/trisha-gibo\/\"><strong>Trisha Gibo<\/strong><\/a>.\u00a0<\/p>\n","protected":false},"excerpt":{"rendered":"<p>The National Labor Relations Board (NLRB), and its recent Republican majority, has begun the long-anticipated overturning of Obama-era rulings and decisions. For employers, this means a return to more employer-friendly NLRB policies with respect to: Joint employer status:&nbsp;The controversial&nbsp;Browning-Ferris&nbsp;decision of 2015 held that employers and staffing agencies could be joint employers based on indirect control [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[5,1],"tags":[],"_links":{"self":[{"href":"https:\/\/www.skyloft.dev\/hosted-clients\/esandalaw\/wp-json\/wp\/v2\/posts\/724"}],"collection":[{"href":"https:\/\/www.skyloft.dev\/hosted-clients\/esandalaw\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.skyloft.dev\/hosted-clients\/esandalaw\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.skyloft.dev\/hosted-clients\/esandalaw\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.skyloft.dev\/hosted-clients\/esandalaw\/wp-json\/wp\/v2\/comments?post=724"}],"version-history":[{"count":1,"href":"https:\/\/www.skyloft.dev\/hosted-clients\/esandalaw\/wp-json\/wp\/v2\/posts\/724\/revisions"}],"predecessor-version":[{"id":725,"href":"https:\/\/www.skyloft.dev\/hosted-clients\/esandalaw\/wp-json\/wp\/v2\/posts\/724\/revisions\/725"}],"wp:attachment":[{"href":"https:\/\/www.skyloft.dev\/hosted-clients\/esandalaw\/wp-json\/wp\/v2\/media?parent=724"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.skyloft.dev\/hosted-clients\/esandalaw\/wp-json\/wp\/v2\/categories?post=724"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.skyloft.dev\/hosted-clients\/esandalaw\/wp-json\/wp\/v2\/tags?post=724"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}