For the first time I can recall, the NLRB is being talked about as part of the election campaign. No NLRB case is talked about more than Boeing.
In Boeing, the Company had a plant in Washington that had capacity. Rather than using that capacity for new work, Boeing decided to build a new plant in South Carolina and do the work there. Continue reading The NLRB and Boeing: The Life and Death Consequences
by Jonathan Segal on November 9, 2011
In Greek mythology, Sisyphus was a king punished by being compelled to roll an immense boulder up a hill, only to watch it roll back down. No matter what he did, Sisyphus could not get to the top of the hill. Continue reading Sisyphus Had It Easy
Important: The NLRB’s delay of effective date of union posting rule for all employers from November 14, 2011 to January 31, 2012 does not affect OLMS union posting rule applicable to certain federal government contractors and subcontractors. The OLMS rule remains in full force and effect.
This blog should not be construed as legal advice, as establishing an attorney-client relationship or as pertaining to specific factual situations.
by Jonathan Segal on October 5, 2011
There has been an astronomic increase in employment litigation. The result is that there is almost an apoplectic fear of litigation. Indeed, because the cost of litigation can be so high, sometimes we try to avoid risk at all cost.
But we cannot avoid risk. It is not a question of risk avoidance, but rather risk selection.
Continue reading Profits Down? Your Risk Aversion May Be High
Last night’s show on bulling on CNN, AC 360, was remarkable. It involved bullying in the schools.
But it does not stop there. It continues in our workplaces.
Sometimes, it is unlawful; for example, if an employee is bullied because of his or her race or sex. Continue reading The Human and Economic Cost of Bullying in the Workplace
A drug user is required to provide a urine specimen as part of an employer’s consistently-applied drug testing program. The individual claims that he or she cannot because he or she has “Shy Bladder Syndrome,” technically known as paruresis. Paruresis is an anxiety disorder as a result of which an individual cannot provide a urine specimen in public places or in close proximity to others.
Is the applicant or employee with paruresis entitled to a reasonable accommodation? Under a recent EEOC informal opinion letter, the answer may be “yes.” http://www.eeoc.gov/eeoc/foia/letters/2011/ada_definition_disability.html Continue reading You’re In Without Urine
It is a great honor to have been asked by SHRM to blog for We Know Next. To learn more about We Know Next, please check out www.weknownext.com
I also am pleased to include my first blog for We Know Next: http://www.weknownext.com/blog/when-is-hr-consistency-foolish Continue reading We Know Next
Please see: http://www.weknownext.com/blog/when-is-hr-consistency-foolish
Duane Morris Institute presents a seminar on Documenting Discipline Continue reading DMi: Blog on Foolish Consistency and Documenting Discipline Seminar
On this Labor Day, it is tempting to rail against the NLRB. The reality is that, at the NLRB, every day is labor day.
While employers have good reason to be concerned about the NLRB, employers cannot forget how important our employees are to our success. As the New York Times accurately noted yesterday, without engaged employees, an employer is less successful economically. Happier people do work harder! Continue reading Every Day May Be Labor Day At The NLRB But…
Reminder of wage and hour rules:
1. As a result of the FLSA’s salary basis requirement, if as a result of the hurricane, you close for less than a full work week, you must pay an exempt employee for days that you are closed (unless an employee did not do any work for the company in the work week). However, you can require that an exempt employee use PTO during a day in which you close. Continue reading Avoid Wage and Hour Tsunami Following Hurricane