His unlawful purge of the National Labor Relations Board on Monday serves all three goals at once. With these firings, Trump has paralyzed the board, asserted control over its agenda, and engineered a legal showdown over the scope of his constitutional authority.

This came soon after President Trump fired NLRB General Counsel Jennifer A. Abruzzo. As reported here, the firing of GC Abruzzo was expected and has been held to be lawful in various Circuit Courts. However,

Donald Trump is forcing out top leaders of the US labor board, ushering in a swift reboot of workplace law enforcement while testing the limits of presidential authority. Jennifer Abruzzo, the general counsel of the National Labor Relations Board,

Federal labor law explicitly limits removal of board members to instances of neglect or malfeasance. The termination is among several early moves Trump has made that push at the boundaries of executive authority.

President Trump on Monday fired two leaders of the National Labor Relations Board, in a major attack on workers’ rights and labor unions. Trump’s surprise removal of Democratic NLRB member Gwynne Wilcox came even though federal law says that board members can only be fired for neglect or malfeasance.

Democrat Gwynne Wilcox, whose term was supposed to run through August 2028, said her unprecedented firing violates Supreme Court precedent.

An industry trade group claims former National Labor Relations Board General Counsel Jennifer Abruzzo exceeded her authority in a memo — but since President Donald Trump fired her, the future of the claim is in doubt.

Democratic NLRB member Gwynne Wilcox called her removal “unprecedented and illegal” and vowed to challenge the decision.

In a move that could make them some of the first undergraduate student workers to unionize in Illinois, resident advisers at the University of Illinois at Chicago filed for union representation

Late Monday night, President Trump made two major changes to the National Labor Relations Board (NLRB), both of which will cause a major shift in

Given some rulings by the National Labor Relations Board (NLRB) in recent years – such as rulings invalidating civility policies or finding employers liable for disciplining employees acting in a harassing manner – many employers have struggled with how to balance National Labor Relations Act (NLRA) considerations with competing equal employment opportunity (EEO) laws.