Andrew Cox

Jan 9, 2024 | jdsupra.com | Sean Becker |Andrew Cox |Milam Foster Newby

January 9, 2024 January 24th, 12:00 pm - 1:00 pm CT Sean Becker, Andrew Thomas Cox, Milam Foster Newby, E.

Sep 13, 2023 | jdsupra.com | Andrew Cox

It takes two to tango, but the National Labor Relations Board (“Board”) reaffirmed that it might only take one to engage in protected concerted activity. On August 25, 2023, the Board issued its decision in Miller Plastic Products, Inc., in which it returned to its totality of the circumstances test for evaluating whether an individual employee’s complaints to management are concerted activity and therefore protected under the National Labor Relations Act (“Act” or “NLRA”).

Sep 12, 2023 | lexology.com | Andrew Cox

It takes two to tango, but the National Labor Relations Board (“Board”) reaffirmed that it might only take one to engage in protected concerted activity. On August 25, 2023, the Board issued its decision in Miller Plastic Products, Inc., in which it returned to its totality of the circumstances test for evaluating whether an individual employee’s complaints to management are concerted activity and therefore protected under the National Labor Relations Act (“Act” or “NLRA”).

Jul 19, 2023 | jdsupra.com | Andrew Cox

As many employers are likely aware, Title VII makes it illegal for covered employers to discriminate against employees and applicants based on certain protected characteristics, including sincerely held religious beliefs. Title VII also creates an affirmative obligation to accommodate the religious practices of employees and applicants unless doing so would impose an “undue hardship” on the conduct of the employer’s business. But what exactly constitutes an “undue hardship” under Title VII?

May 19, 2023 | jdsupra.com | Andrew Cox

Employers (hopefully) are aware that their employees are afforded certain rights under the National Labor Relations Act (the “NLRA” or “Act”), including the right to self-organization, to bargain collectively, and to engage in other concerted activities for the purpose of collective bargaining or other mutual aid or protection. But what happens when an employee engages in abusive conduct, such as using a racial slur or profanity, while exercising such rights?