(Reuters) - On Friday, as expected, the National Labor Relations Board and the Justice Department filed a petition for certiorari in NLRB v. Murphy Oil, asking the U.S. Supreme Court to decide whether employment contracts requiring workers to arbitrate disputes individually are invalid under federal labor laws. The government's petition for Supreme Court review of a decision from the 5th U.S. Circuit Court of Appeals follows two other requests last week for Supreme Court to hear the same issue. The previous cert petitions were both filed by employers - Epic Systems and Ernst & Young - on the losing side of decisions by federal appellate circuits that found such provisions a violation of the National Labor Relations Act.
from Alison Frankel:
The National Labor Relations Board stood up staunchly for the rights of employees Friday. In an 18-page ruling in a case called D.R. Horton, Inc. and Michael Cuda, the NLRB chairman and two members of the board held that a company may not cut off employees' rights to collective action through private arbitration agreements. The ruling does not say employees are always entitled to litigate claims via class actions, but concludes that "employers may not compel employees to waive their [National Labor Relations Act] right to collectively pursue litigation of employment claims in all forums, arbitral and judicial."
from Alison Frankel:
Note to disgruntled employees: you can't be fired for complaining about your job on Facebook. That's the upshot of the first ruling to address employees' use of social media by a National Labor Relations Board judge. Last week, in a case called Hispanics United of Buffalo, administrative law judge Arthur Amchan said HUB violated the National Labor Relations Act when it fired five employees who commiserated about their jobs on Facebook. Judge Amchan's ruling endorsed the NLRB's stance that employees are protected from retribution for job-related postings. "Discussions about the workplace are protected whether they occur at the watercooler or the virtual watercooler," said Laura Lawless Robertson of Greenberg Traurig, who sent out an alert about the NLRB administrative law judge's ruling Friday.