Early last year, the National Labor Relations Board (NLRB) reversed the findings of an ALJ and found that a Maryland research firm violated Section 8(a)(1) of the National Labor Relations Act (NLRA) by firing an employee as a “preemptive strike” to prevent the employee from discussing certain wage complaints ' even though the ALJ had found, as fact, that the employee had not actually engaged in protected concerted activity at the time of her discharge.
Claims of Protected Concerted Activity
In a recent case, even though there was no evidence that the employee had discussed a particular wage issue with other employees, the NLRB nevertheless found violation.
By
Kevin C. McCormickThis premium content is locked for LawJournalNewsletters subscribers only
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