What is often called “traditional” labor law means issues involving unions—negotiating and interpreting collective-bargaining agreements, addressing grievances, handling audits by pension-fund trustees, and facing the threat of an organizing campaign or a strike.
But the reach of the National Labor Relations Act extends beyond protecting rights of union employees or those wanting to join one. For example, it also applies to non-union employees who are engaged in certain “concerted activities.” Like discussing their supervisor on Facebook. Try to fire or discipline them for that and you’ve just violated the law.
Labor issues also come up with:
– Company bulletin boards
– Job applicants suspected of being union organizers
– Trying to separate union and non-union work
Another area where it makes sense to ask first.