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What I've Been Reading This Week


Employers Should Reevaluate Their Intern Programs

This is a helpful reminder for employers to reevaluate their intern programs to ensure that there are not any potential legal issues that could arise over the interns claiming they are actually employees and are therefore entitled to compensation.  The article provides a few points that employers should review in order to ensure they are in compliance with unpaid internship laws.  

Should Employers Monitor the Social Media Posts of Its Employees?

This Wall Street Journal article has a mini debate over whether employers should monitor the social media posts of its employees.  Given the increasing number of employees who use FaceBook, Twitter, Instagram, Snapchat, Pinterest, etc., concerns can arise over what these employees are actually posting.  Employer likely have a reason to be concerned about what the employees are posting, especially if it could impact the company's reputation, finances, etc.  However, it is important that employers do not go on a fishing expedition, combing through its employees' social media posts in the hopes of finding something offensive or that would warrant the employee being fired.


Are Employer Mandated "Anger Management" Sessions Compensable Time?

Bryan Symes has a good note on whether employers are required to compensate employees for time spent at mandatory anger management sessions.  In short, based upon a 2005 case that impacts employers in Wisconsin, Symes states that these mandatory counseling sessions are indeed compensable time for which employees are entitled to be paid.  This is a relatively short, but important note that employers and employees alike should take a few minutes to review.

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NLRB: Discussion Among Employees About Tip Pooling is Protected Concerted Activity

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Happening Tomorrow: Connecticut’s Minimum Wage Increases

For those employers and employees alike in Connecticut, mark your calendars as tomorrow, the minimum wage rate increases in the state from $13/hour to $14/hour. This wage hike comes after Connecticut Governor Ned Lamont had signed Public Act 19-4 into law in 2019 which progressively raised the state’s hourly minimum wage rate every year for five years.  In fact, next year, the hourly wage rate will top out at $15/hour.  Beginning in January of 2024, the hourly wage rate will be indexed to the employment cost index. For additional information:   https://portal.ct.gov/Office-of-the-Governor/News/Press-Releases/2022/06-2022/Governor-Lamont-Reminds-Residents-That-Minimum-Wage-Is-Scheduled-To-Increase-on-Friday
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What I’ve Been Reading This Week

A few years ago, I remember when the “Fight for $15” movement was taking off around the country.  Lo and behold, it appears that a $15/hour minimum wage is not the stopping point, which should be no surprise.  As the below article notes, New York is aggressively moving to ramp up hourly wage rates even higher.  While all the  below articles are worth a read, I called particular attention to that one. As always, below are a couple article that caught my eye this week. Disney World Workers Reject Latest Contract Offer Late last week, it was announced that workers at Disney World had rejected the most recent contract offer from the company, calling on their employer to do better.  As Brooks Barnes at The New York Times writes, the unions that represent about 32,000 workers at Disney World reported their members resoundingly rejected the 5 year contract offer which would have seen workers receive a 10% raise and retroactive increased back pay.  While Disney’s offer would have increased pa
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