By preventing practices which tend to destroy the independence of labor, [the Act] seeks, for every worker within its scope, that freedom of choice and action which is justly his.”
–President Franklin D. Roosevelt, upon signing into law the National Labor Relations Act in 1935.
The National Labor Relations Act (NLRA) gives employees the right of organization for the purpose of collective bargaining, as well as establishes many other protections for employees, even employees not in a union. For example, the NLRA protects workers from retaliation or discrimination based on discussion of their wages, discussion of matters under investigation by the company (even if the company tells you to keep quiet), complaints concerning working conditions or terms of employment, engaging in union organizing, and many other lawful employment-related activities (see this article from October 2016 for more). Based on his experience representing employers on the management side in union campaigns, unfair labor practice proceedings, collective bargaining negotiations, and arbitrations, Mr. McCabe is uniquely suited to provide advice and representation to unions and employees protected by the NLRA in such proceedings.