employmentlawbusinessguide.com valuation and analysis

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Title Employment Law Business Guide | McLane Middleton | New Hampshire Employer
Description Authored by McLane Middleton attorneys, Employment Law Business Guide covers discrimination, disability, harassment & other employment law issues for
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WebSite employmentlawbusinessguide faviconemploymentlawbusinessguide.com
Host IP 172.67.151.126
Location United States
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employmentlawbusinessguide.com Valuation
US$3,358,983
Last updated: 2023-05-07 10:59:59

employmentlawbusinessguide.com has Semrush global rank of 3,151,044. employmentlawbusinessguide.com has an estimated worth of US$ 3,358,983, based on its estimated Ads revenue. employmentlawbusinessguide.com receives approximately 387,575 unique visitors each day. Its web server is located in United States, with IP address 172.67.151.126. According to SiteAdvisor, employmentlawbusinessguide.com is safe to visit.

Traffic & Worth Estimates
Purchase/Sale Value US$3,358,983
Daily Ads Revenue US$3,101
Monthly Ads Revenue US$93,018
Yearly Ads Revenue US$1,116,216
Daily Unique Visitors 25,839
Note: All traffic and earnings values are estimates.
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MENU Current Page: Home About Services Contact Search… Search Employment Law Business Guide Practical Insights for Human Resources, Managers & Business Owners NLRB Broadens Scope on Protected Concerted Activity for Workplace Discussions of Racism By Vineesha Sow on May 4, 2023 Posted in NLRB On February 27, 2023, the General Counsel of the National Labor Relations Board (“NLRB”) released an advice memorandum (“Memorandum”) on the topic of an employee discussing issues of racial discrimination in the workplace and on social media. The General Counsel determined that discussions of racial discrimination in the workplace are protected concerted activity under Section 7 of the National Labor Relations Act (“NLRA”), and therefore, the NLRA protects employees who engage in such discussions from employer retaliation. This determination is similar to a General Counsel advice memorandum from January 20, 2016, in which the General Counsel concluded that an employee’s “discussion of alleged
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