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Oct 3, 2024 | 
jdsupra.com | Taylor Arluck |Craig Leen |Michael Pavlick
On 28 June 2024, the US Supreme Court in Loper Bright Enterprises v. Raimondo1 (Loper Bright) overturned the 40-year-old Chevron doctrine, which required courts to defer to federal agencies’ reasonable interpretations of ambiguous statues. In the three months since Chevron’s fall—as well as other recent significant administrative law rulings2 —a clearer picture has emerged of what a post-Loper Bright administrative state may look like for federal employment and labor law practitioners.
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Oct 3, 2024 | 
mondaq.com | Craig Leen |Michael Pavlick |Taylor Arluck
On 28 June 2024, the US Supreme Court in Loper Bright
Enterprises v. Raimondo1 (Loper Bright)
overturned the 40-year-old Chevron doctrine, which
required courts to defer to federal agencies' reasonable
interpretations of ambiguous statues. In the three months since Chevron's fall—as well as
other recent significant administrative law rulings2
—a clearer picture has emerged of what a post-Loper
Bright administrative state may look like for federal
employment and labor law practitioners.
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Oct 1, 2024 | 
klgates.com | Craig Leen |Michael Pavlick |Taylor Arluck
On 28 June 2024, the US Supreme Court in Loper Bright Enterprises v. Raimondo1 (Loper Bright) overturned the 40-year-old Chevron doctrine, which required courts to defer to federal agencies’ reasonable interpretations of ambiguous statues. In the three months since Chevron’s fall—as well as other recent significant administrative law rulings2 —a clearer picture has emerged of what a post-Loper Bright administrative state may look like for federal employment and labor law practitioners.
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Sep 6, 2023 | 
jdsupra.com | Taylor Arluck |Michael Pavlick
September 6, 2023
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On 25 August 2023, the Cemex decision by the National Labor Relations Board (NLRB or Board)1 upended 52 years of Board law that had previously enshrined the secret-ballot election as the default method for union certification.
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Sep 4, 2023 | 
mondaq.com | Michael Pavlick |Taylor Arluck
On 25 August 2023, the Cemex decision by the National
Labor Relations Board (NLRB or Board)1upended 52 years
of Board law that had previously enshrined the secret-ballot
election as the default method for union certification. Cemex holds that employers violate Section 8(a)(5) of the
National Labor Relations Act (NLRA or Act) if they decline to
immediately bargain with a union, unless they file a challenging
petition on one of two grounds.
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Aug 31, 2023 | 
natlawreview.com | Michael Pavlick
Thursday, August 31, 2023 On 25 August 2023, the Cemex decision by the National Labor Relations Board (NLRB or Board)1 upended 52 years of Board law that had previously enshrined the secret-ballot election as the default method for union certification. Cemex holds that employers violate Section 8(a)(5) of the National Labor Relations Act (NLRA or Act) if they decline to immediately bargain with a union, unless they file a challenging petition on one of two grounds.
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Aug 31, 2023 | 
klgates.com | Michael Pavlick |Taylor Arluck
On 25 August 2023, the Cemex decision by the National Labor Relations Board (NLRB or Board)1 upended 52 years of Board law that had previously enshrined the secret-ballot election as the default method for union certification. Cemex holds that employers violate Section 8(a)(5) of the National Labor Relations Act (NLRA or Act) if they decline to immediately bargain with a union, unless they file a challenging petition on one of two grounds.
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Aug 31, 2023 | 
lexology.com | Michael Pavlick |Taylor Arluck
On 25 August 2023, the Cemex decision by the National Labor Relations Board (NLRB or Board)1 upended 52 years of Board law that had previously enshrined the secret-ballot election as the default method for union certification. Cemex holds that employers violate Section 8(a)(5) of the National Labor Relations Act (NLRA or Act) if they decline to immediately bargain with a union, unless they file a challenging petition on one of two grounds.
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Aug 11, 2023 | 
jdsupra.com | Taylor Arluck |Michael Pavlick
IntroductionOn 2 August 2023, a divided National Labor Relations Board (NLRB or Board) held in Stericycle1 that employers violate the National Labor Relations Act (NLRA or Act) when they issue facially neutral work-rules,2 such as a no-camera policy in the workplace, that a “reasonable employee,” viewed through the lens of economic dependence on their employer, could believe infringes on their Section 7 rights.
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Aug 11, 2023 | 
mondaq.com | Michael Pavlick |Taylor Arluck
On 2 August 2023, a divided National Labor Relations Board (NLRB
or Board) held in Stericycle1 that employers
violate the National Labor Relations Act (NLRA or Act) when they
issue facially neutral work-rules,2 such as a no-camera
policy in the workplace, that a "reasonable employee,"
viewed through the lens of economic dependence on their employer,
could believe infringes on their Section 7 rights.
