HeyJaredDaniel J. Sobol
- Indexed articles, last 90 days
- 4
- Latest publication
- Sep 30, 2026
- Outlet visibility, for natlawreview.com
- Top 1M sites
- Earliest in this view
- Jul 28, 2026
Latest articles
NLRB Reinstates Wright Line Framework for Employee Misconduct During Protected Activity (opens the original)
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The National Labor Relations Board (“NLRB” or the “Board”) issued a significant decision on September 23, 2026, that signals yet another shift in the ongoing tug-of-war over how the agency handles employee misconduct that occurs during union or other protected activity. In Lion Elastomers III, 375 NLRB No. 41 (2026), the Board addressed a question that has been the subject of years of litigation: which legal standard applies when determining whether an employee's abusive conduct during otherwise
New Jersey Employers Must Use New Portal to Report Separations (opens the original)
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New Jersey employers are now required to report all employee separations through the new “Employer Response Portal” recently launched by the New Jersey Department of Labor (“NJDOL”). This new requirement applies to every type of separation—resignations, terminations, retirements, and layoffs—regardless of whether the departing employee files for unemployment benefits. This new requirement is separate from, and in addition to, the existing requirement that employers provide departing employees wi
NLRB General Counsel Issues Memorandum Outlining Top Priorities (opens the original)
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The National Labor Relations Board’s (“NLRB”) General Counsel, Crystal Carey, drew applause, as well as some criticism, earlier this year when she departed from her predecessors by declining to issue a “Mandatory Advice Memo”—a memorandum that would have outlined her litigation priorities and identifying caselaw she wished to overturn by instructing the NLRB’s regional offices to submit all such cases to the agency’s Division of Advice. Instead, in January 2026, she issued a memorandum declaring
Blank Rome Labor & Employment Alert: D.C. Circuit Rejects NLRB “Successor Bar” for Unionized Business Acquisitions (opens the original)
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What employers should know about union recognition, employee majority support, and bargaining obligations after a business acquisition. The D.C. Circuit has invalidated the National Labor Relations Board’s (“NLRB”) “successor bar,” a rule that required a new owner of a unionized business to recognize and bargain with the incumbent union for up to one year after the ownership change before employees could challenge the union’s status. When an employer acquires a predecessor’s business, it is requ
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