I’ll admit something that might seem a little unusual and ironic: I’ve grown a bit tired about writing about the NLRB and social media.
Perhaps, it’s because I’ve seen too many law firms and lawyers issuing newsletters, blog posts, and alerts each time the NLRB says something, anything, about social media.
Life moves pretty fast. If you don’t stop and look around once in a while, you could miss it. – Ferris Bueller
Well, did you miss it?
Just as people were settling down to the NLRB’s new speedy election rules this month, events over the last two days have completedly upended that.
First was the
The Department of Labor today proposed new regulations of the FMLA that would explain further the military family leave provisions and incorporate some special provisions for airline flight crews.
The new proposed regulations are in response to the National Defense Authorization Act for Fiscal Year 2012 which amended the FMLA to extend the military caregiver
We had another great turnout last week for my firm’s seminar on labor & employment law. Many of the topics would be familiar to avid blog readers, but there were three interesting points that I haven’t talked much about that I thought were also notable.
1. In September, the IRS announced a Voluntary Classification Settlement
As I mentioned last week (when in Connecticut, we were focused on Irene), the NLRB has been busy in August issuing new rules and new rulings.
Some people are expressing surprise at the shift seen in these rules and disgust that prior NLRB rules are effectively being overturned. But none of this should
This morning, I appeared on Ray Dunaway’s show on WTIC radio (1080 AM) to discuss the NLRB’s new proposed rules on union representation elections. (A link will be available when it is posted online.)
Of course, in 5 minutes, there wasn’t much time to
Our monthly free monthly webinar series continues on Wednesday, December 8th at noon EST with a unique program on whether employers can adopt English-only rules. You can register here to join us.
This should be a terrific one-hour program that you can listen to during your lunch hour. Even if you’re not considering
Imagine this scenario: You just received a sexual harassment complaint about your company’s top sales performer.
What do you do?
Well, the law requires that you, as the employer, conduct an investigation and, if necessary, take prompt corrective action to remedy the situation — which may in some circumstances be termination.
But this is
Early on when writing the blog, I came across an issue that was so exciting to write about that I spent an evening crafting it up. It had links, pictures, and was well-sourced.
But then I discovered that the issue involved a client of the law firm. Uh-oh. It was then that I decided it