Practical HR Tips, News & Advice. Updated Daily.
Just how the dismissal of the petition to unionize some Northwestern University football players will affect other representation issues before the National Labor Relations Board (NLRB) is uncertain, but one issue the Board didn’t touch is whether scholarship football players should be considered employees. The NLRB announced on August 17 that it had unanimously decided […]
In yesterday’s Advisor, we featured Consultant Hunter Lott’s 2015 “Please Sue Me” presentation; today, his suggestions for handling eight tricky policy provisions.
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 […]
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 […]
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.
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).
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.
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.
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 […]
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.