Q: We’re worried that morale could be hurt by employees comparing their salary or wages with one another. Can we prohibit our employees from discussing their wages?
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The National Labor Relations Board decided yesterday that if an employer gives employees access to its email system in the course of their work, those employees are entitled to use their email to band together to discuss their wages, hours, and working conditions during non-working time.
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The President recently issued an executive order to require certain federal contractors to disclose labor law violations, provide paycheck notices to employees, and refrain from requiring nonunion employees to sign certain pre-dispute arbitration clauses.
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A car dealership terminated a car salesman who, during an outburst, hurled expletives and insults toward the owner of the dealership, but the National Labor Relations Board (NLRB) ruled that the salesman was engaging in protected “concerted activity.”
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Many observers were quite surprised by the recent decision of the National Labor Relations Board (NLRB)’s regional office in Chicago which allowed scholarship football players at Northwestern University to form a union. Interestingly, the ruling only applies to the 85 scholarship players on the team within the proposed bargaining unit and…
Read More…Collective bargaining agreements (CBAs) can, in certain cases, override strict state laws on overtime, ruled a California court of appeals.
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Q: One of our employees complains all the time. Today we learned he started a Facebook page that says our company sucks. We have a policy prohibiting disparagement of our organization. Can we tell him if he doesn’t like it here, he can leave?
Read More…Q: We have a ‘no photography’ policy to protect our manufacturing process. I have recently read that this limitation may be against the law. Is that true?
Read More…Employer policies are still under fire by the Office of General Counsel of the National Labor Relations Board (NLRB).
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Under the NLRA, the primary risk of automatically requiring confidentiality in investigations is your potential liability for back pay if you terminate an employee for violating your confidentiality rule.
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