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Megann is a full-service traditional labor attorney with extensive experience in collective bargaining, grievance management, labor arbitration, and union-related litigation, including matters before the National Labor Relations Board (NLRB), as well as public sector litigation.

On October 7, 2024, the Office of the General Counsel issued a new memorandum, GC 25-01, expanding her prosecutorial agenda to remedy what she sees as the harmful effects of non-compete agreements and so-called “stay-or-pay” provisions that violate the National Labor Relations Act (NLRA).

Last year, General Counsel Abruzzo issued memorandum GC Memo 23-08 stating her position that most non-compete agreements violate the NLRA because they tend to chill the exercise of Section 7 rights. And enforcement efforts against such agreements already underway, in particular a recent complaint issued by the GC. Recently, Region 22 issued a complaint against a building services contractor alleging the use of a no-poach agreement with its building clients violated the NLRA.

On June 11, 2024, the National Labor Relations Board (NLRB) affirmed that a union violated the National Labor Relations Act (NLRA) by refusing to honor employees’ dues revocation requests following a successful deauthorization election. This rare but significant case, Governed United Security Professionals (Golden SVCS, LLC) and Sheldon N. Fraser, sheds light on the

On June 11, 2024, the National Labor Relations Board (NLRB) issued a very short but interesting decision in Governed United Security Professionals (Golden SVCS, LLC) and Sheldon N. Fraser, 373 NLRB No. 66 (June 11, 2024), affirming an administrative law judge’s (ALJ) finding that a union violated the National Labor Relations Act (NLRA) when it refused to recognize employees’ dues revocation requests after a successful deauthorization election. Deauthorization elections are rare, and this decision is a ripe opportunity to review the specific facts of this case and remind employers about this arcane but significant procedural NLRA vehicle.

The Occupational Safety and Health Administration plans to propose a new rule requiring employers to protect employees exposed to high temperatures at work. This federal government regulation is the first of its kind to provide protection from heat on the job. As the summer months arrive and heat records rise, employers would do well to examine OSHA’s proposal, and to understand the legal pitfalls facing employers under the National Labor Relations Act (NLRA) and the Labor Management Relations Act (LMRA), should employees complain about or walk off the job due to excessive heat in the workplace.