8 More Policy Tips from Mr. Please Sue Me
In yesterday’s Advisor, we featured Consultant Hunter Lott’s 2015 “Please Sue Me” presentation; today, his suggestions for handling eight tricky policy provisions.
Tag: NLRA
Shhhh…Should Employees’ Salaries Be Kept Secret?
Picture this: A manager calls his subordinates into a conference room and asks them to write down their salary and pin it to a board for everyone to see. Just the idea of this is cringe worthy …and compelling. It was, in fact, the premise of the 2012 British reality television show “Show Me Your […]
Are employer codes of conduct meaningless in today’s NLRB climate?
by Michael J. Westcott Based on the National Labor Relations Board’s (NLRB) recent attack on employer codes of conduct, employers need to rethink their approach to communicating to employees the kinds of conduct that are prohibited and expected in the workplace. Weapon of choice: NLRA Section 7 Many “old school” employers provide employees with work […]
What Notices Are Employers Required to Post?
To maintain legal compliance, employers must advise employees of many of their rights—and several of these notices must be made in the form of a publicly visible posting or notice.
Social Media Policy 101: What Personal Social Media Actions Can be Restricted?
In a recent article, we discussed the fact that employers need to be careful to avoid being overly restrictive in their social media policies, since restricting what employees can say online might constitute interference with an employee’s right to concerted activity under Section 7 of the National Labor Relations Act (NLRA).
Employer Actions During Unionization
Employers often dread the idea of unionization among employees, perhaps fearing that the employees will have unreasonable demands or will go on strike. Some employers even actively work to discourage unionization activities among employees—but doing so can be illegal.
Inconsistent Discipline + Termination = Near-Certain Lawsuit
It’s important to remember that discipline must be applied consistently among all employees. For example, if employee A and employee B, similarly situated, engage in similar misconduct, both employees should receive the same type of discipline. Ignore this rule at your peril.
Managing the Severance Meeting—It’s a Business Transaction
Van Parys, who is with Carothers DiSante & Freudenberger LLP in Sacramento, offered his tips at the SHRM Annual Conference and Exposition held recently in Orlando. Challenges by EEOC and NLRB To avoid having your severance agreement challenged by the EEOC or NLRB, says Van Parys, include language to the effect that the former employee […]
Severance Agreements—They’re Business Transactions
In yesterday’s Advisor, we featured Attorney Joel Van Parys’ tips on drafting a severance agreement that will pass muster with the EEOC and NLRB. Today, more tips, including managing the severance meeting.
NLRB’s GC Says McDonald’s on the Hook for Franchisee Violations as Joint Employer
McDonald’s parent company would be liable as a joint employer in any proceedings by the National Labor Relations Board on labor and wage violations at McDonald’s franchises, the NLRB’s general counsel said in a July 29 determination. The franchisees’ alleged violations of the National Labor Relations Act relate specifically to a spate of lawsuits filed […]