In recent weeks, the National Labor Relations Board (NLRB) has made significant, pro-employer changes to five different rules or precedential rulings adopted under President Obama. In light of these changes, employers should review—or create—policies and/or procedures on employee use of business email, internal investigations, union dues, union elections, and grievance arbitration.

President Trump and his administration announced more than two years ago that they would revisit many Obama-era workplace initiatives and rulings. Starting in December 2019—as the term of the last Democratic NLRB member expired—the Board has followed through with a wave of pro-employer activity.

Ballard Spahr Labor and Employment Group attorneys are tracking the NLRB to keep clients apprised of the latest developments and their impact. In the series of reports below, they describe what the NLRB changed and what it means for your business or organization. Please reach out to any member of the Group if you have questions or would like more information.