by Jed L. Marcus, Bressler, Amery & Ross, P.C.
The National Labor Relations Act (NLRA) protects the rights of employees, union and non-union, to engage in “concerted activity for mutual aid or protection” to improve their wages, benefits and working conditions.
In this guide, learn about:
- Step 1: Determine whether the employee is protected by the NLRA
- Step 2: Determine whether the activity is protected by the NLRA
Want to see more?
For full access to How to determine whether an employee’s activity is protected under the National Labor Relations Act (NLRA), sign up for an HR and Compliance Center subscription today.
You may also be interested in…
Are your reward decisions built to earn trust?
Set pay ranges with confidence. Evaluate your approach to job architecture, range pricing, exceptions and pay transparency requirements.
Check your blind spot: Can you defend the pay ranges you publish?
Test whether your compensation governance can withstand scrutiny. Identify weaknesses in pay disclosure, documentation and decision-making processes.
Illinois passes several new employment laws
Illinois has passed several employment laws that take effect January 1, 2027, covering paid jury duty leave, disparate …
About the author
Bressler, Amery & Ross, P.C.
Bressler, Amery & Ross, P.C. is a multidisciplinary law firm with attorneys and offices located in Washington, DC, Florida, Alabama, New Jersey and New York. The firm provides services across several industries including Fortune 500 corporations, midsize and small privately held companies, brokerage firms, banks, franchises, insurance companies and nonprofit institutions.
Bressler’s labor and employment attorneys represent clients before state and federal courts and various civil rights agencies across the United States in a number of different employment-related matters including employment and disability discrimination, retaliation and whistleblower claims, harassment, class and collective actions, ERISA, Taft-Hartley, wrongful termination, employment agreements, wage and hour claims and labor injunctions.