In the days leading up to Christmas, the NLRB released 15 new opinions --13 of them concluded that the employer had promulgated an unlawful arbitration clause.
If you exercise any control over how workers perform services for you, it is likely that they should be classified as employees, not independent contractors.
There is no way to eliminate stereotypes and biases. But it seems like employers and managers can take a page from the Rock Hall of Fame: Even 80-year-old drummers can still rock it at work.
We’re hearing more people talk about engagement for contractors and temporary staff, or contingency labor. While this sounds great in theory, how plausible is it? And does it carry the same weight as engaging our direct hires?
— Enough Worries, project manager, architectural manufacturing, Memphis
Train an employee who is insulated from the hiring process to do your social media searches, scrub all protected information, and provide a sanitized report to those responsible for making the hiring decision.
If you have active matters with any federal agencies, expect for them to be on hold. Please remember that while the EEOC and other agencies might be temporarily out of business, the laws that they enforce are not.