Case: Labor Relations/Protected Activities (N.L.R.B.)

The National Labor Relations Board affirmed a decision finding that GE Appliances didn’t violate the National Labor Relations Act when it fired an employee who objected to mandatory overtime work. The board upheld the administrative law judge’s ruling that the employee’s resistance to working overtime wasn’t a protected concerted activity under the NLRA. The employee’s arguments that her resistance was due to the company failing to resolve a payroll issue and alleged workplace toxicity could be considered violations of state law, but didn’t show that the company committed violations of the NLRA.