The NLRB is looking for ways to become relevant to the 93 percent of employees not covered by a collective bargaining agreement.
With transparency comes responsibility. How much you permit your employees to connect on social media sites will, in part, depend in how much of their personal lives you want leaking into your workplace.
If you don’t want something to appear on the front page of the newspaper, or to be read in front of a judge or jury, don’t put it in writing. Don’t email it, don’t text it, don’t Facebook it, and don’t tweet it.
The Labor Department is watching this issue. These types of claims are increasing, and you take a risk of a retaliation claim if you terminate an employee who reported a workplace injury.
The issue boils down to whether your state’s trade-secrets law prohibits threatened misappropriation of trade secrets in addition to actual misappropriation.
Don’t shred your settlement and severance agreements just yet. Modify your agreements to bolster and clarify the protected-activity carve-out.
If the EEOC is successful in this lawsuit, employers will have to reconsider key provisions in their severance and settlement agreements.
Limiting discussion of trade secrets and other confidential, proprietary information is fine. Wages and other terms and conditions of employment, however, are off limits.
The importance of having your union avoidance strategy in place before a union comes knocking will be even more important if these new election rules take hold.
We've completed our skills gap analysis and competency profile - but we can't find enough good candidates in the job market who have the right skills. Now that we have all this information, where do we go from here? — Only Half the Problem, HR consultant, Nairobi