Class Concerted Action Nlrb

As a general rule, class action lawsuits involve a large group of people in some capacity: A collective class, held together over the issue of a broken product, suing a defendant, or a band of defendants, multiple negligent companies, as an example, being sued by a single person. While most class action suits are filed for product liability claims, other types of cases end up in court, too, including shareholders suing for business fraud, workers, and residents over environmental disasters.

Each case, which may be filed in either federal or state court, class action lawsuits has its pluses. Because a limited number of witnesses overlap, the trial process inevitably moves along more efficiently, while the cost of litigation tends to be lower than for separate plaintiffs filing alone.

Additionally, these types of cases also tend to have drawbacks. Before the class action even moves forward, the collective group must be defined as a class. Federal courts, as well, may stop class action lawsuits if the defendants are state governments or officials or if the plaintiffs number less than {one hundred,100.

NLRB Throws Cold Water On Mandatory Arbitration Provisions …
Article for employers about D.R. Horton Inc., a January 2012 NLRB decision that questions the enforceability of mandatory arbitration provisions prohibiting class actions in employment agreements.

National Labor Relations Act – Wikipedia, The Free Encyclopedia
The National Labor Relations Board, however because of collective action problems and the costs of litigation, and to engage in other protected concerted activities with or without a union.

D.R. Horton On Steroids: NLRB Invalidates Arbitration …
As reported previously here, the National Labor Relations Board ("NLRB" or the "Board") in D.R. Horton, Inc., 357 NLRB No. 184 (2012), held that requiring employees to enter into an arbitration agreement containing a class/collective action waiver violated the National Labor Relations

D.R. Horton, Inc.: The NLRB Weighs In On Employment Class
An administrative judge determined that the class action waiver did not violate Section 8(a)(1), but the NLRB reversed. The NLRB initially held that the MAA violated the NLRA because it "clearly and expressly" barred

Fired For Facebook – Job Searching
In groundbreaking legal action regarding employees online postings, the National Labor Relations Board "An NLRB investigation found that the employee's Facebook postings constituted protected concerted activity, The NLRB complaint also alleges that the company,

DOCS-#913433-v2-ALERT Employees Cannot Waive Right To Class
NLRB: Employees Cannot Waive Right to Class Actions Since the U.S. Supreme Court’s decision in AT&T Mobility LLC vs. Concepcion, 131 S. Ct. 1740 (2011) upholding class action and conditions of their employment in any forum violates employees’ right to engage in concerted action if

Class Arbitration Update: NLRB Rules – Sass Law Firm – Labor …
CLASS ARBITRATION UPDATE: NLRB RULES April, 2012 bargain collectively and engage in concerted activities for collective bargaining or for the mutual aid or protection of employees. Cuda attempted to bring a collective action