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It has been almost three years since the first “Facebook firing” case hit the media and many employees were introduced for the first time to the National Labor Relations Board (NLRB), the National Labor Relations Act (NLRA) and the concept of protected concerted activity. A couple of years ago, most union-free employers paid little, if any, attention to decisions issued by the NLRB, believing for the most part that because their employees were not represented by a union, what happened at the board did not affect them. As more and more employers are learning, sometimes only as a result of an unfair labor practice charge, regardless of whether employees are unionized or not, Section 7 of the NLRA can have a significant impact on the way all employers operate, often on a daily basis.