This treatise gives labor and employment law practitioners essential insight into all the latest updates in U.S. labor law. It covers the legal rights and duties of employees, employers and unions, as well as procedures and remedies under the National Labor Relations Act (NLRA). Updated regularly, it discusses major cases and what might be expected from the Board in the future.
2012/3,582 pp. Hardcover/with 2014 Cumulative Supplement/Order #9459P
2014 Cumulative Supplement alone/644 pp. Softcover Order #/2459
For more than 40 years, practitioners have relied on The Developing Labor Law: The Board, the Courts, and the National Labor Relations Act to keep them current on U.S. labor law. This two-volume treatise, written by distinguished members of the ABA Section of Labor and Employment Law representing management, labor, and neutrals, is the essential research tool for labor and employment law practitioners. It provides an authoritative, balanced perspective on the legal rights and duties of employees, employers and unions, as well as procedures and remedies under the National Labor Relations Act (NLRA).
The Sixth Edition was published in 2012 and much has happened since. Significantly, the Supreme Court's decision in NLRB v. Noel Canning has voided much of the work of the "recess Board" in 2012 and 2013. Nonetheless this Supplement reports the decisions of the "recess Board" because of their importance to the development of the law and their implications for what the now fully confirmed NLRB will be deciding in the next year. The Supplement also includes a discussion of the Noel Canning decision and its implications.
As clients seek labor law advice, it is essential that counsel be alert, not only to current Board law but also as to what may be expected from the Board in the future. The question is whether the past will be prologue? How will the work of the "recess Board" affect the development of the law? The 2014 Cumulative Supplement will help to answer these questions on issues such as access to employer property right; the line between valid and invalid work rules because they "reasonably tend to chill the exercise of Section 7 activity"; the effect of social media on Section 7 rights; limitations on employee discussions of ongoing employer investigations of employee misconduct; the status of Board policy with respect to deferral to arbitration; whether an employer has a duty to supply the union with witness statements; the duty of an employer to provide notice and an opportunity to bargain concerning employee discipline before the parties have negotiated their first collective bargaining agreement; and developments under Specialty Healthcare rejecting employer challenges to a classification that has been excluded from an otherwise appropriate unit unless there is a showing of "an overwhelming community of interest with those in the petitioned for unit."
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