Employers struggle with the challenges of social media platforms that allow employees to post information, complaints, and even disclose confidential company information on an anonymous basis. Often, the information is false or misleading – but employers usually find little recourse, as we’ve discussed in a previous post, Employee Warning – GlassDoor Posts May Not Always Be Anonymous (in which we discuss the rare case where the employer triumphs). This week, CNN Money reported on another new app, “Blind,” for employees to make these anonymous postings. Continue Reading Another Anonymous Employee Posting App? Watch Out!
Here we are again on the brink of another possible federal government shutdown, and employers may be wondering how it may impact them. The last time, during the 2013 federal government shutdown, we provided a summary of the shutdown contingency plans for the major employment-related agencies – the Department of Labor (DOL) (which includes the Occupational Safety and Health Administration (OSHA) and the Wage-Hour Division (WHD)), the National Labor Relations Board (NLRB), and the Equal Employment Opportunity Commission (EEOC). So we thought we’d provide you with an updated summary of these plans, which set forth what the agencies will and will not do if there is an actual shutdown. Continue Reading EEOC, NLRB and DOL Shutdown Contingency Plans – The 2018 Edition
The new Trump National Labor Relations Board issued two more important decisions last week that reverse positions taken by the Obama Board. In PCC Structurals, Inc., the Board rejected the “overwhelming community of interest” standard for establishing an appropriate bargaining unit. In Raytheon Network Centric Systems, the Board reinstated the standard for determining when there is a change in the terms of employment that triggers the duty to bargain. Continue Reading NLRB Overturns “Overwhelming Community of Interest” Standard and Duty to Bargain Principle
The National Labor Relations Board issued two decisions of major interest to employers on December 14, 2017 – (1) adopting a new, more balanced test for evaluating whether workplace rules infringe upon employees’ rights under the National Labor Relations Act and (2) overturning the broad standard for determining joint employer status and returning to the prior, more practical standard. Continue Reading NLRB Overturns Employee Handbook and Joint Employer Standards
As my colleagues know, I have been unbelievably frustrated over the past eight years about the National Labor Relations Board’s (overly) aggressive pro-union approach. As I have previously complained, during this period, the NLRB has taken unreasonable and illogical positions on issues that for many years had been considered settled and balanced between the interests of employees and employers. These include issues we’ve previously blogged about, including handbook rules (you can’t prohibit recording in the workplace, you can’t prohibit employees from disclosing confidential personnel information), employee conduct (you must tolerate racist and sexist picket line conduct that violates Title VII), and joint employer status (which is found in almost every case, under the NLRB’s test). Continue Reading The Light at the End of the NLRB’s Tunnel?
Last week, the Equal Employment Opportunity Commission (EEOC) announced it was offering a training program on respectful workplaces as an alternative to traditional harassment prevention training. This training was developed following the issuance of the Report of the Co-Chairs of the EEOC’s Select Task Force on the Study of Harassment in the Workplace, The press release included a quote from EEOC Acting Chair and Co-Chair of the Select Task Force Victoria Lipnic that stated, “These trainings incorporate the report’s recommendations on compliance, workplace civility, and bystander intervention training. I believe the trainings can have a real impact on workplace culture, and I hope employers make use of them.” Continue Reading The EEOC’s Civility Training Program – Watch Out For That NLRB Charge!
It’s Ravens-Steelers week. All talk should be on whether T-Sizzle sacks Big Ben, can Flacco start getting the ball to his wideouts, and will the Ravens regroup following their disastrous showing in London? However, unless you are living under a rock with no Twitter account, you know what the talk is—will the Steelers stay in the tunnel again during the National Anthem (they say no), will players kneel or express their political views in any other manner, will fans start burning player jerseys in front of the stadium? This is no idle question, due to an online petition to remove the Ray Lewis statue outside the stadium after he knelt during the anthem at the last game, the Maryland Stadium Authority has placed extra security around the statue of the Ravens legend. Continue Reading Fired for Kneeling During the Anthem? Maybe Not So Fast…
Last week we had our firm’s Fantasy Football draft. Ezekiel Elliott went at the end of Round 2, behind usual top running back picks David Johnson and La’Veon Bell, but also behind lesser runners Melvin Gordon and Jordan Howard. Everyone knows that Zeke would have been a top five draft choice had he not already been suspended by NFL Commissioner Roger Goodell (aka the most hated man in Foxboro, MA), whose decision was then upheld by a labor arbitrator. I’m kicking myself for taking Atlanta’s running back Devonta Freeman instead of Elliott. Why, you say? Continue Reading What, Did the Judge Draft Ezekiel Elliott for his Fantasy Football Team?
So, following the violent events and controversy surrounding the white nationalist/supremacist rally in Charlottesville, it was reported by Berkeleyside that an employee was fired from his job because of his participation in the rally. (The story was subsequently updated to state that the employee voluntarily resigned during a conversation with his employer about his involvement at the rally). But the initial story raised questions about whether an employer can take action against an employee for engaging in off-duty activities that an employer may find repugnant – such as participating in a white supremacist rally. Continue Reading Workplace Lessons From Charlottesville
Last year, Fiona’s sister told her that a herd of goats, complete with a goat herder, had moved into the park next to her house. They were brought in to clear certain park areas of overgrown vegetation. What a charming, effective, and environmentally-friendly solution! Apparently Western Michigan University had the same thought, because it also brought in goats to clear areas of the campus. But a union has decided to butt in and has filed a grievance against the University, claiming that the goats were performing “union work!” (We can see it now, brave goats crossing a picket line to get to their jobs!) Continue Reading Animal Subcontracting – Getting the Union’s Goat!