Last night, while you we sleeping in your comfy beds — me, on a pile of money, blogging power and, yes, ego — a Texas federal judge entered an injunction against the final “blacklisting” rules and guidance of the U.S. Department of Labor (DOL) and the Federal Acquisition Regulatory Council.
Yep, if you need me this morning, I’ll be at Fort Sam Houston, giving my spiel to U.S. Army South and some folks from Guantanamo Bay on social media and the workplace. How cool is that!
(In a dorky lawyer kinda way).
While that’s going down, let me catch you up with some other recent HR-compliance nuggets:
In 2014, President Obama signed the Fair Pay and Safe Workplaces Executive Order. Folks like me on the management-side refer to this Order as the Blacklisting rules. In general terms (I’ll get a little more specific below), the Blacklisting rules require prospective federal contractors and subcontractors to disclose anything that may appear on a laundry list of labor-and-employment-law faux pas.
Last month, the Department of Labor (DOL) and the Federal Acquisition Regulatory Council (FAR Council) issued the final rules and guidance implementing the Executive Order.
If you read on, I’ll tell you who’s covered by the Blacklisting rules (hint: lots of government-contractor employers), what they say, and when they take effect. I’ll also include some tips about how you can proactively prepare for these Blacklisting rules now.
And, you’ll have to excuse me for not clutching my pearls.
Quit playing with my emotions, Eric.
You may get your passport revoked if you hate on the free kick prowess of French soccer star, Dimitri Payet. Nasty!
But, if you work in a tipped position and you question the generosity of French soccer players when leaving gratuities, then, hasta luego. Not even the National Labor Relations Board can save you. Continue reading
As I think about all of the agreements with arbitration provisions that I’ve drafted for clients over the years.
***wipes brow, tugs collar, clutches pearls***
Remember last month when I told you to short crude oil futures and bet the Broncos to win the Super Bowl about how the National Labor Relations Board concluded that an employer could not maintain a workplace rule that banned employees from recording workplace conversations, absent prior company approval. (More on that here).
Well, in the Commonwealth of Pennsylvania, before you get any bright ideas about secretly recording your boss, you’d better think twice.
The Employer Handbook Blog
