Employers cannot interject in a decertification campaign. If you have any doubt on where the line is in your case, consult with your labor counsel to avoid a costly error.Read More
Twenty years in, the North American Free Trade Agreement continues to have a profound and sometimes controversial effect on labor.Read More
The prevailing argument for boosting minimum wage is: It’s the right thing to do. That’s nice, but for a lot of organizations, it makes good business sense, too.Read More
The future of labor-management relations is as complicated as ever.Read More
If scholarship athletes are employees, then they are likely owed minimum wage and overtime. This case has huge implications beyond collective bargaining.Read More
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
My favorite exchange from the oral argument illustrates my concern over the coercive nature of card-check recognition.Read More
Here's my list. How about you? What would you add to the list? Leave your thoughts in the comments below, or tweet it with the hashtag #yesitslegal.Read More
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.
Employees have an absolute right to discuss with each other how much they make. It is illegal to have a policy that prohibits wage discussions, or to fire an employee for engaging in such discussions.