- A finding of joint employer status based on evidence of indirect or potential control over the working conditions of another employer’s employees.
- Concerted activity where the employee engaged in “obscene, vulgar, or other highly inappropriate conduct.”
- Handbook rules regulating or prohibiting: disrespectful conduct, use of employer trademarks and logos, use of cameras and recording devices in the workplace, and confidentiality of workplace investigations. (Robb also signals his overall disagreement with the NLRB’s analysis of employer rules and policies. He directs submission to the Division of Advice “[o]ther rules where the outcome would be different if Chairman [Philip] Miscimarra’s” alternative rules analysis test was applied.)
- Requiring employers that allow employees to use their email systems to allow employees to use those systems to engage in protected concerted activities under Section 7 of the National Labor Relations Act.
- Requiring employers to offer to bargain with the union before imposing discretionary discipline where the union and the employer have not executed an initial collective-bargaining agreement.
- Establishing that the dues check off obligation survives the expiration of the collective bargaining agreement.
- Broadening the circumstances under which witness statements must be disclosed to a union.
- Finding unlawful the failure to give a company-wide wage increase to newly represented employees during initial contract bargaining.
- The range of permissible conduct by union representatives during Weingarten interviews and the application of Weingarten in the drug testing context.
- Cases broadening the circumstances under which an employer may be found to be a “perfectly clear successor.”
And if your company has had an NLRB charge filed against it, help is on the way. Robb has signaled his intent to reverse the deferral to arbitration restriction imposed by former GC Richard Griffin. The board will need to weigh in on the deferral standard in some future case, but in the meantime it may benefit a company to reference Robb’s intent. Robb is also determined to overturn the 2011 mandate regarding “default” language relating to the violation of a settlement agreement, which triggered a default judgment relating to the underlying charges. This will make settling NLRB charges much cleaner. In an interesting development, Robb announced to the boards regional directors that he is considering a restructuring of the field operations of the NLRB, resulting in a smaller number of offices that report directly to the general counsel. Full board approval would be required for such a move, and the merits of such centralization may need to be justified.
Capping off NLRB news, Phil Miscimarra’s replacement appointee has been announced. President Trump announced John Ring as his nominee to fill the vacancy. Ring now faces Senate confirmation. Ring is a former partner at Morgan Lewis, where he worked alongside former board member Miscimarra.