
Rachel Marie Ring
Articles
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2 months ago |
jdsupra.com | Michelle Devlin |Bradford Kelley |Rachel Marie Ring
In her last guidance memorandum before being terminated on January 27, 2025, former NLRB General Counsel Jennifer Abruzzo addressed the ongoing tension between the NLRA and the anti-discrimination statutes enforced by the EEOC. The memo addresses three areas where employers sought guidance: anti-discrimination and harassment policies; investigative confidentiality; and employee conduct in the course of NLRA-protected activity.
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2 months ago |
littler.com | Rachel Marie Ring |Bradford Kelley |Michelle Devlin
In her last guidance memorandum before being terminated on January 27, 2025, former NLRB General Counsel Jennifer Abruzzo addressed the ongoing tension between the NLRA and the anti-discrimination statutes enforced by the EEOC. The memo addresses three areas where employers sought guidance: anti-discrimination and harassment policies; investigative confidentiality; and employee conduct in the course of NLRA-protected activity.
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Nov 22, 2024 |
mondaq.com | Rachel Marie Ring |Maura Mastrony
The recent NLRB decision finding that mandatory employer meetings involving unionization discussions are unlawful includes other points that will affect employers. Board majority seems to have narrowed the circumstances under which an employer may publicize existing benefits and rely on "past practice" to solicit employee grievances during a union campaign. Decision adds to the rapidly growing list of employer statements the majority believes constitute an unlawful threat.
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Nov 22, 2024 |
mondaq.com | Jonathan Levine |Maura Mastrony |Rachel Marie Ring
LM Littler Mendelson More With more than 1,800 labor and employment attorneys in offices around the world, Littler provides workplace solutions that are local, everywhere.
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Nov 21, 2024 |
jdsupra.com | Maura Mastrony |Rachel Marie Ring
The recent NLRB decision finding that mandatory employer meetings involving unionization discussions are unlawful includes other points that will affect employers. Board majority seems to have narrowed the circumstances under which an employer may publicize existing benefits and rely on “past practice” to solicit employee grievances during a union campaign. Decision adds to the rapidly growing list of employer statements the majority believes constitute an unlawful threat.
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