My law partner, Gabe Jiran, talks today about whether it’s all that easy to change the terms of a collective bargaining agreement. Is it just as easy as a vote? Or does it require something more? The answer has implications for all employers.
With all of the talk about the financial difficulties faced by the
Last month, I talked about how the Connecticut Supreme Court would start having all seven justices decide cases, instead of just five. The move will reduce the number of cases being reconsidered and lead to more consistent results. A case this morning shows why that move is the right one..jpg)
First, the background: Earlier this
Here’s a warning: If you don’t get involved with labor unions or collective bargaining agreements, you might as well skip over this next post because things don’t get much more technical (or mundane, depending on your perspective) than the following case discussion.
In a divided 3-2 decision, the Connecticut Supreme Court held that the collective
Last Friday, I reported on a late-breaking agreement to discuss labor matters between the UAW and Foxwoods. Since that time, media reports have been wide with editorials discussing the matter as well..jpg)
The Day has been leading the way with a few reports/editorials:
Suppose you, as an employer, have union-backed employees. The union files a grievance on behalf of three employees alleging that they did not receive "premium" pay on three holidays. Because the dipsute cannot be resolved, the matter is sent to arbitration.
For some employers, defining the issue to
be sent to arbitration may not seem
It’s always interesting when the state agency responsible for enforcing discrimination claims is sued for discrimination itself. It’s even more interesting when the agency takes a position that is opposite of the view of the EEOC. But a case decided on July 7th by the Second Circuit Court of Appeals sets up that scenario.
The