Many of you have seen the rat on the right. Well, maybe not that particular rat, but a large inflatable rat, nonetheless. Usually, a union will position the large rodent in front of a business or job site as part of a protest effort.
But, just because a union uses it as a protest symbol doesn’t make it legal. Does it?
Is the rat even legal?
Find out after the jump.
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As I previously reported, on May 9, 2011, the National Labor Relations Board issued a Complaint, in which it alleges that a NY non-profit company fired five employees for complaining on Facebook about working conditions. Now, Law 360 reports that the NLRB has issued a second complaint against a Chicago-area luxury car dealership alleging the company ran afoul of federal labor laws by firing a sales employee over a message he posted on Facebook.
Molly DiBianca at The Delaware Employment Law Blog brought this second complaint to my attention and you can read her write-up on it here.
Can a company create and enforce a policy that requires employees on paid sick leave to remain close to their homes, unless they obtain the company’s permission?
Would that policy infringe on an employee’s FMLA rights?
Good questions.
The answers are after the jump.
The NLRB has issued a press release and much has already been written about this Complaint by some great employment-law bloggers. So be sure to check out the links below:
- “NLRB Issues Another Complaint Against An Employer For Facebook-Related Terminations” by Seth Borden at Labor Relations Today
I was considering three topics for today’s post:
I went with No. 3. I stand by my decision.
Now, how do I erase my browser history?
While I figure that out, you hit jump for more on why the National Labor Relations Board found no unfair labor practice when: (a) a unionized newspaper company, (b) with no social media policy, (c) which encouraged its employees to use Twitter, fired a reporter based on a few tweets.
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Steroids are so 2010.
With high profile baseball players like Detroit’s Miguel Cabrera and Cleveland’s Shin-Soo Choo getting arrested this year for DUI, Major League Baseball aims to crack down on certain off-the-field conduct that could give the sport a black eye.
More on how this could factor into the upcoming collective bargaining agreement negotiations, after the jump.
On April 29, a unanimous three-member panel (including Member Hayes) agreed to set aside the results of an election that the Service Employees International Union lost by a 131-82 vote.
How is that good news for employers? Find out, after the jump.
Did a bunch of bloggers sue you last week for wage and hour violations?
Has the National Labor Relations Board (NLRB) threatened to file a complaint against you for Twitter shenanigans?
Well, that was Thomson Reuters’ week. And, as you can imagine, it sucked.
I share their grief, after the jump…
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Nothing really. But I needed to combine three topics into one quick blog post.
On Genetics
I will be presenting a webinar tomorrow (2/16) at 1:30 PM EST on how the Genetic Information Nondiscrimination Act will affect your company. If you had to click on the hyperlink, then you probably should sign up for the webinar. You can learn more about the webinar here.
A company accused of violating federal law for firing an employee for comments she made on Facebook about her supervisor has settled.
How does this settlement affect how your company can control employee engagement in social networking activities? The answer, after the jump.
The Employer Handbook Blog