In a predictable shift toward employer-friendly standards, the National Labor Relations Board (“Board”) has reinstated a standard that gives employers greater latitude in determining whether an employee’s abusive conduct during union or other protected activity loses legal protection under the National Labor Relations Act (the “Act”).
This is the first of what is expected to
2021 was another important year for California employers. From decisions by the California Supreme Court regarding employees’ rights to premium pay for missed meal and rest breaks, to legislation expanding the scope of protected leave for California employees, to new laws dealing with the ongoing pandemic, 2021 had something to offer for everyone. This blog
On November 20, 2020, the California Occupational Safety and Health Standard Board adopted temporary regulations regarding measures that employers must undertake in order to prevent the spread of COVID-19 in the workplace. On November 30, those regulations went into effect and are set to be in place for at least 180 days. California employers must
A little over six years ago, Yahoo! CEO Marissa Mayer issued her edict (well, memo) kiboshing work-from-home arrangements, driving Yahoo! workers back to their desks and sending shock waves that reached far beyond affected employees. Mayer’s mantra was that in order to be “one Yahoo!,” workers needed to be physically connected in the workplace. Her ultimatum ground the notion of telecommuting at Yahoo! to a screeching halt: Get back to the office or don’t let the door hit you on the way out.
With probably more fallout externally than internally, Mayer’s remote work ban generated much criticism (amid some praise) and has continued to draw scrutiny even years later. Whether her move was brilliant or a fool’s errand, one universal lesson to be drawn is that companies need to think critically about whether and to what extent remote work arrangements make good business sense. This is particularly true as the workforce continues to trend away from traditional employment concepts toward freelancing, consultants, and gig workers. More and more workers expect, if not demand, flexibility, including the ability to telecommute for at least some portion of their workweek. With limited exceptions, however, this is privilege not a right.
Continue Reading Modern Workforce Increasingly Challenges Employers to Offer Telework Option
It might appear that in some years, the National Labor Relations Board (the Board) issues a series of decisions just as the year comes to a close, but it is not because the Board wants to give out holiday presents (or, from the employer’s perspective for the past several years, multiple lumps of coal). Rather