Does allowing cookie sales unlawfully discriminate against the banned union organizers?
Allowing horrific racial or sexual harassment all in the name of “protecting” employees section 7 rights under the NLRA, is in question.
The Johnson Controls decision provides employers with a road map for lawfully withdrawing union recognition before CBA expiration.
The NLRB announced the three-tiered approach to analyzing the legality of employee handbook and other workplace rules.
Says an employee, ‘ … if I don’t send him a picture or otherwise prove that I used the bathroom, I will lose 15 minutes of paid time. What recourse do I have?’
The question then becomes, is Lamps Plus v. Varela a good result for employers?
The entire civility policy memo is worth reading for a lesson on how the NLRB analyzes work rules under Boeing.
Employers, if you have made salary discussion ban statements to your employees in the past, stop. It’s as easy of an unfair labor practice into which you can stumble.
If you treat employees reasonably well and with fairness, you shouldn’t have to worry about mass employee walkouts.
There is a huge wage-and-hour risk when classifying workers as independent contractors and not employees.