At one point, he called the county health department to report a potentially dangerous situation involving rusted ammonia pipes. Recent cases involving a range of industries and employees are highlighted on the map below; please hover over a pin for a summary or click and the full story will appear below.A construction contractor fired five employees after several of them appeared in a YouTube video complaining of hazardous working conditions. Bradley’s 10 offices are located in Alabama, Florida, Mississippi, North Carolina, Tennessee, Texas, and the District of Columbia. The association’s general manager, Barbara L., was also fired after she refused to divulge the names of others involved.Barbara and Nathan filed charges with the Ft. Worth regional office of the NLRB, which investigated and issued a complaint alleging that both firings were unlawful because they were predicated on protected concerted activity.The case was heard by an NLRB Administrative Law Judge, who ruled that both terminations were illegal. After the NLRB issued a complaint, the case settled with the employee receiving backpay and an offer of reinstatement. Workers who led the effort and signed the letters were later fired. After the NLRB issued a complaint, the case settled with the employee receiving backpay and an offer of reinstatement. The company rejected the idea, citing its arbitration policy. The worker who delivered the petition to the employer was threatened with deportation and then fired that day. A group of employees at The Gentle Barn, a non-profit animal sanctuary, had conversations complaining about several executives of the organization, including how the founder was verbally abusive and yelled at employees. The ARISE representative who assisted him with drafting the grievance had previously attended an NLRB outreach event hosted by Chicago Regional Office. Following an investigation, the Regional Director issued a complaint alleging that Five Star violated federal labor law by threatening and then firing Moises S. The parties settled in August, with Moises S. receiving about $13,000 in back wages for the time he would have worked had he not been fired.Michael Cuda worked as a "superintendent" for D.R. During conversations with the employees, the founder and the president made statements that gave them the impression that their private conversations complaining about the founder’s treatment of employees had been under surveillance.Employees at an Oakland based internet software company were discharged through a layoff soon after they raised group concerns about changes to their working conditions. Your browser does not allow automatic adding of bookmarks. One month later, when the Employer learned that another work stoppage was planned, three employees were separately called into the office and dismissed. The workers declined reinstatement.
Both workers received full backpay and offers of reinstatement, which they declined.Maria, who had already moved on to another job, said the offer gave her a sense of satisfaction. Theresa said she had not. Hispanics United later fired the five employees who participated, claiming that their comments constituted harassment of the employee originally mentioned in the post.The employees contacted the NLRB’s regional office in Buffalo. However, you can lose protection by saying or doing something egregiously offensive or knowingly and maliciously false, or by publicly disparaging your employer's products or services without relating your complaints to any labor controversy. Using social media can be a form of protected concerted activity. He accused several employees of whispering and cliquish behavior, and repeatedly complained of “toxic talk” and negativity”. A single employee may also engage in protected concerted activity if he or she is acting on the authority of other employees, bringing group complaints to the employer's attention, trying to induce group action, or seeking to prepare for group action. Students reportedly kicked, pushed, struck and spit at drivers. The letter was written by the center’s physician’s assistant, Jennifer G., and edited by its radiation technologist, Michael B.