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I just wanted to take a moment and personally thank you for lending us your expertise and hard work in helping [Company Name Withheld] remain Union-Free. You were instrumental in helping me stop the Teamsters, who had been previously batting 1000 against [Company Name]; winning several elections against this past year. With a resounding 50% margin of victory, I believe we sent them a clear message that we intend to remain union-free.
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Union Bailout Update – December 2015

warren

Sen. Elizabeth Warren

As if the Fight for Fifteen wasn’t enough, the retail, food service and cleaning industries face another spectre in the form of the “Schedules That Work Act” introduced by Sen. Elizabeth Warren (D-MA). Under the bill, employees are given the “right” to have more say in:

The number of hours the employee is required to work or be on call The times when the employee is required to work or be on call The location where they work The amount of notification the employee receives for schedule assignments Minimizing fluctuations in the number of hours scheduled on a daily, weekly or monthly basis.

Work schedules or schedule changes must be provided in writing 14 days in advance, and there are financial penalties

Continue reading Union Bailout Update – December 2015

At-Will Disclaimers Not Dead Yet

The NLRB’s Acting General Counsel Lafe Solomon has been tormenting businesses through the attack of employee handbooks for some time now, but of particular interest currently is the concern of at-will disclaimers.

Since the posting of our last alert on the subject, a statement was released on the NLRB’s website claiming the validity of employee handbook at-will disclaimers will be decided on a case-by-case basis – for the time being anyway.

In February 2012, Solomon noted a small – but apparently mighty – distinction involving the use of personal pronouns in such clauses. According to Solomon, the use of personal pronouns, such as “I,” in the format of an agreement could be considered an overly broad restraint on the right of employees to engage in protected concerted activity.

Continue reading At-Will Disclaimers Not Dead Yet

It’s Official: The NLRB Is Off Its Rocker

The Board has recently pivoted from its imagined role of “organizer in chief” to becoming an uber HR department, rewriting the employee handbooks and policy manuals of employers nationwide.

In their quest to promote union organizing the NLRB is requiring employers to rewrite handbook provisions and policies, even in cases where those policies are not at issue in a case and are not even complained about by the union. In addition to his efforts to rewrite every social media policy in the land, recently the Acting General Counsel has made clear that the almost universal use of at-will employment disclaimers violates the National Labor Relations Act. Oh, and apparently the Golden Rule violates Section 7 of the Act. No

Continue reading It’s Official: The NLRB Is Off Its Rocker