Effective April 16, 2020, the Board will jettison its 2014 expedited election rules. The expedited election rules were highly controversial and nicknamed, depending on the speaker’s perspective, either “quickie” or “ambush” election rules. The highly accelerated election period was intended to limit (or, depending on the speaker’s perspective, curtail) the ability of employer’s to speak […]
https://l2slegal.com/wp-content/uploads/2017/05/logo-orig.png00Bill C. Bergerhttps://l2slegal.com/wp-content/uploads/2017/05/logo-orig.pngBill C. Berger2019-12-19 15:52:042019-12-19 15:52:04NLRB reverses course on its expedited election rules
Workers who are not exempt from overtime, in other word, workers who must be paid overtime, under federal law (the Fair Labor Standards Act) must be paid time and one-half of their “regular rate of pay.” The phrase “regular rate of pay” is not what it intuitively sounds like; it is not simply what the […]
https://l2slegal.com/wp-content/uploads/2017/05/logo-orig.png00Bill C. Bergerhttps://l2slegal.com/wp-content/uploads/2017/05/logo-orig.pngBill C. Berger2019-12-19 15:34:302019-12-19 15:34:30DOL issues regulations clarifying excludable items from the regular rate of pay
The NLRB has ruled that employers can issue so-called “gag orders” to protect the confidentiality of workplace investigations. A typical “gag order” would be an instruction by the company to employees (and other witnesses) not to discuss matters relevant to an on-going investigation. The decision triggered a heated dissent from one Board member who argued […]
https://l2slegal.com/wp-content/uploads/2017/05/logo-orig.png00Bill C. Bergerhttps://l2slegal.com/wp-content/uploads/2017/05/logo-orig.pngBill C. Berger2019-12-18 16:59:202019-12-18 16:59:20In another reversal, NLRB holds employers can issue so-called “gag orders” to protect the confidentiality of workplace investigations
In a reversal of its Purple Communications decision, the NLRB held that employers can maintain sole control over their email and computer systems. Employers need not allow workers much less third parties like unions access to their email systems to, for example, further union organizing, collective bargaining, grievance administration or other non-work purposes. (E)mployees have no statutory […]
https://l2slegal.com/wp-content/uploads/2017/05/logo-orig.png00Bill C. Bergerhttps://l2slegal.com/wp-content/uploads/2017/05/logo-orig.pngBill C. Berger2019-12-18 16:49:172019-12-18 16:49:17NLRB reverses course and holds employers can control emails
The Colorado Department of Labor and Employment has proposed its new wage order. This order, #36, will replace the current wage order, #35. The new wage order will overhaul Colorado law regarding overtime and minimum wage. Its many changes from current wage order #35 include: A title change: Reflecting the fact that this new order […]
https://l2slegal.com/wp-content/uploads/2017/05/logo-orig.png00Bill C. Bergerhttps://l2slegal.com/wp-content/uploads/2017/05/logo-orig.pngBill C. Berger2019-12-15 23:39:132019-12-06 14:40:15New Colorado wage order will overhaul many overtime and minimum wage requirements