Thread by @LisaBloom

The federal National Labor Relations Act prohibits retaliation against groups of employees working together in in a concerted action seeking better employment conditions.

Here’s how this could work for Twitter workers facing “opt in or be fired” choice today.

#TwitterLayoffs

Twitter employees can opt in to Musk’s “bend the knee” mandate to hold onto their jobs.
Then a small brave group could approach management and state that while everyone is willing to work hard and strive for excellence, they oppose the mandate of “long hours at high intensity.”

Requests like this are always best done respectful and in writing so it’s clear later exactly what was said.

While NRLA generally protects union organizing activities, it also protects nonunion workers simply working together (must be 2 or more) for better working conditions.

If these concerted activity workers are fired in retaliation, they’re entitled to broad remedies.

These remedies have recently been expanded beyond front pay, back pay to include “new and alternative remedies.”

Thanks new NLRB counsel! ✊🏼

Economic damages, reinstatement, even a letter of apology!

Requiring an employer to publicly apologize for unlawful behavior has a special place in my heart, to restore dignity to workers who stand up.

If you engaged in concerted activity to improve your working conditions at Twitter or any other employer, my team is happy to talk to you about your rights. My DMs are open, or contact me at TheBloomFirm.Com.

#Twitterlayoffs #attorney #attorneyad #lawyer #knowyourrights