By Ivan Curra, CC BY-SA 3.0, Link
(Not pictured: Eric Meyer; probably off grabbing a Dole Whip (adult version) and a turkey leg). Continue reading
Image by Andreas Breitling from Pixabay
What a difference a few years make. Continue reading
MarkBuckawicki [CC0], via Wikimedia Commons
Won’t you help little Ivy Meyer achieve her Girl Scout Cookies sales goal?
It’s that time of year again.
Coworkers have begun bombarding you with requests to purchase Girl Scout Cookies. So, in that spirit, let’s tackle:
Yep, that’s me about eight years ago posing with my first-born and an inflatable rat.
His name is Scabby. The rat, that is. And he may be going away for good soon.
EriKolaborator [CC BY-SA 3.0], from Wikimedia Commons
Image Credit: Pixabay.com (https://pixabay.com/en/cricket-long-green-blue-antennas-307982/)
Shhh…
If you listen quietly, you may just hear another subscriber clicking on this blog post.
Nope, those are crickets. Continue reading
By U.S. Court of Appeals for the District of Columbia Circuit [Public domain], via Wikimedia Commons
*Cracks knuckles in preparation for lots of cutting and pasting*** Continue reading
Image Credit: Pixabay.com (https://pixabay.com/en/mail-message-email-send-message-1454731/)
In 2014, the National Labor Relations Board ruled here in a case called Purple Communications that employees can use company email to try to form a union. Specifically, the Board held that “employee use of email for statutorily protected communication on nonworking time must presumptively be permitted by employers who have chosen to give employees access to their email systems.”
Yeah, I like my plain English better too.
Fast forward to 2018, and of all the places in the world, a federal appellate court in California — yes California — may be the one to change this. Continue reading
Image Credit: Pixabay.com (https://pixabay.com/en/update-upgrade-renew-improve-1672346/)
If you’re new to the field, you’ll have to take our word on it. But, HR-compliance professionals know that drafting an employee handbook that is 100% compliant got a lot tougher over the past several years.
Let’s forget about paid-sick-leave laws, ban-the-box, and other state/local law matters. I’m just talking about how strict the National Labor Relations Board had become in interpreting employee handbook policies for union and non-union employers. (Remember that the National Labor Relations Act is not limited to unionized employers.)
Fortunately, relief is on the way. And I have nine ways in which you can now update your handbook with the blessing of the Board’s General Counsel. Continue reading
The Employer Handbook Blog