When employers face charges before the National Labor Relations Board (NLRB) relating to terminated employees, they know that back pay and front pay may hang in the balance. The NLRB General Counsel also recently has pushed for additional categories of relief, such as consequential damages. It now appears another novel remedy may be on the table – labor law training.
According to a recent press release from the agency in relation to a settled case:
“On March 25, 2022, Elizabeth Kerwin, the Regional Director for Region 7-Detroit of the National Labor Relations Board, approved a settlement agreement requiring that Dearborn Speech and Sensory Center, Inc. d/b/a Metro EHS Pediatric Therapy:
Pay $67,335 in backpay, frontpay, and consequential damages to a former employee;
Expunge any reference to her unlawful discharge in her employment record and provide her with neutral job references;
Post and email a remedial notice to employees;
Provide a training session about employee rights under the National Labor Relations Act for its managers and supervisors to be conducted by an agent of the NLRB; and,
Provide a training session to its employees about the National Labor Relations Act, to be conducted by an agent of the NLRB.
The settlement agreement resolves a complaint issued against Dearborn Speech and Sensory Center that began with a charge filed by a former employee on August 13, 2021. The former employee alleged that Dearborn Speech and Sensory Center acted...
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