John Rubin is a member of the Labor and Employment Section, with a focus on labor law. He has nearly a decade of experience serving as a Field and Trial Attorney for the National Labor Relations Board, where he regularly investigated and litigated unfair labor practice and representation cases, acquiring wide-ranging knowledge of traditional labor law and the administration of the National Labor Relations Act. This experience enables John to advise clients on all aspects of labor relations, including collective bargaining negotiations, contract administration, disciplines and discharges, grievance and arbitrations, strike preparation, guidance through union organizing campaigns and elections, injunction proceedings, employee handbooks and workplace rules, bargaining and notice obligations, information requests, and representation of clients through all stages of National Labor Relations Board investigations, hearings and trials.
John is a member of the State Bar of Wisconsin, the Milwaukee and Waukesha County Bar Associations and the American Bar Association. Through the Milwaukee Jewish Federation, he is a member of the Jewish Community Relations Council Task Forces on Anti-Semitism and Domestic Policy.
Articles in the National Law Review database by John A. Rubin
The National Law Review recognizes John A. Rubin as a Go-To Thought Leader for his regular coverage of the National Labor Relations Board (NLRB) and COVID-19 updates from the Department of Labor (DOL). Mr. Rubin’s experience as a Field and Trial Attorney for the NLRB provides real-world insight to his thought leadership, and his articles distill NLRB decisions for employers into efficient, actionable insights. Concerning the DOL, his analysis of revisions to the FFCRA (Families First Coronavirus Response Act) rules including the healthcare provider exemption, the work availability requirement, and notice and documentation requirements under the EPSLA (Emergency Family and Medical Leave Expansion Act) provides employers needed guidance on how to update their leave policies to be compliant.