“Come Together, Right Now”—New Collective Bargaining Negotiation Practice Note

Do you need guidance on key legal issues related to the collective bargaining process and practical information for employers about how to best handle those issues during collective bargaining agreement (CBA) negotiations? Read our new practice note, Collective Bargaining Negotiations under the National Labor Relations Act: Key Considerations and Best Tracking Practices for Employers, by Rebecca J. Bernhard and Jennifer Service of Barnes & Thornburg.

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Related Content

• Bargaining over Business Decisions in the Collective Bargaining Context
  Understand the issues employers must negotiate during the collective bargaining process.

• Good Faith Bargaining when Negotiating CBAs
  Learn about the duty to bargain in good faith concerning the terms and conditions of unionized employment.

• Collective Bargaining Preparation and Process Checklist (Employer)
  Navigate how an employer should prepare for, negotiate, and administer a CBA with the certified labor union representing its employees.

New Resource Kit addressing Chevron reversal

• Explore the Chevron Reversal Impact Resource Kit for analysis related to the Supreme Court’s decision to overturn four decades of deference to federal agency interpretations of ambiguous statutes (including L&E-specific guidance on the demise of Chevron).

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Featuring the latest updates in practice trends and practical guidance from your Practical Guidance account.

• Labor & Employment Key Legal Development Tracker – keep up to date with key legal developments!
  • California: The Supreme Court of California holds that an isolated act of harassment may be actionable if it is sufficiently severe given the totality of the circumstances, and that a coworker's use of a single, unambiguous racial epithet may be sufficient. The court also holds that conduct that takes away an employee's means of reporting and addressing harassment is actionable in a retaliation claim. See Bailey v. S.F. Dist. Attorney's Office, 2024 Cal. LEXIS 4134 (July 29, 2024).
  • Connecticut: The Connecticut Supreme Court holds that only employees who can take tangible employment actions against other workers are "supervisors" for the purpose of making an employer vicariously liable for the creation of a hostile work environment. This decision is in line with the U.S. Supreme Court's holding Vance v. Ball State Univ., 570 U.S. 421 (2013). See O'Reggio v. Comm'n on Human Rights & Opportunities (Aug. 1, 2024).
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