Skip to main content

What I've Been Reading This Week


I have been out of the office a few days this week in court and as a result, have had to play catchup when I am back in the office.  That has left me less time to read through my usual articles this week, but I did see a few that are worth passing along.  In particular, the article/chart that breaks down the differences between the San Francisco and California sick leave requirements is worth reading.

As always, below are a few articles that caught my eye this week.


Don't Have a Policy in Place? Don't Panic, But Start Drafting One

Some employers do not have any policies in place.  In fact, some employers do not have enough policies in place.  This article points out a few policies that all employers should have, such as policies that address paid time off, equal opportunity, safety rules, etc.  Going a bit further, the article then suggests how employers can create new policies and the most efficient and effective ways to draft the new policies, depending upon the topic.  Common sense?  Probably.  A life saver for employers if an issue arises that the policy addresses?  Definitely. 


A Comparison of San Francisco & California's Sick Leave Requirements

Recently, the state of California enacted broad sick leave policies for employers.  However, San Francisco had previously passed a similar bill that impacted employers and employees within the city.  This chart breaks down the similarities and differences between the two bills in an easy to follow way.  This is definitely worth a review for those readers that attempt to distinguish the bills.


Reminder: Not Every Employer Action Can Be the Basis of a Lawsuit

Jared Lucan has a very well written article which is a reminder that not every action taken by an employer can be the basis of a lawsuit by an employee.  Lucan points to two recent cases from Connecticut to help illustrate this point.  For employees, I would not take this article as an indication that employers can do no wrong.  Rather, it clarifies that just because an employer takes action on something that impacts the employee, that does not necessarily mean the employer's action gives rise to a lawsuit.  As for an employers, this article clarifies that it is not necessary to walk on egg shells; rather, be aware that while some actions and conduct will result in a lawsuit, not everything that negatively impacts an employee can necessarily lead to a valid claim.

Comments

Post a Comment

Popular posts from this blog

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

  This Advice Memorandum from the National Labor Relations Board’s Associate General Counsel, Jayme Sophir, addressed whether employees which discussed and complained about tip pooling at work constituted protected concerted activity. In relevant part, an employer in New York operated a chain of steakhouses.  While tip pooling was in place at these steakhouses, some of the employees objected to it on the grounds that it was not transparent and improperly divided tips among the workers.  Employees were told not to complain or talk to each other about the tip pool and were told that doing so would endanger their jobs.  Despite the employer later attempting to provide some clarity as to how the tips were being divided, rancor still existed among some employees.  At one point, the employees were told by a general manager that some employees that had been talking about the tip pool were “cleared out” and the employer would continue to do so. In the Advice Memorandum,...
Post a Comment
Read more

Breaking: Labor Secretary Rumored to Be Leaving Administration

A few hours ago, word leaked out that Labor Secretary Marty Walsh (“Walsh”) is in the midst of negotiations to head up the NHL Players Union and leave his position at the Labor Department. Walsh, who has served as the sole Labor Secretary under President Biden, has taken part in a labor renaissance of sorts as support for organized labor has increased during his term as Labor Secretary (although the number of workers that have joined a union over the past two years has not grown as mush as some expected.)  He has also overseen the ongoing negotiations with rail workers over a new contract, although that matter is still on shaky ground and playing out as we speak. As for who might step into the vacant Labor Secretary role, there are already rumblings that President Biden should nominate Deputy Labor Secretary Julie Su (a strong labor advocate) or even a progressive like Senator Bernie Sanders.  Until Walsh officially gives his notice, however, I would expect some/many potential...
Post a Comment
Read more

New Jersey Governor Chris Christie Vetoes Minimum Wage Hike

A few months ago, readers might remember that I pointed out that the New Jersey Legislature had voted to approve a minimum wage hike in the state .  Under the approved legislation, the minimum wage rate would rise to $10.10/hour in the next year and at least $15/hour over the next five.  (The current minimum wage rate in the state is $8.38/hour).  In that article, I had noted that the bill was then going to go before Governor Chris Christie for his approval or veto. As I had suggested previously, I thought that the Governor would likely veto the bill based upon his prior actions and comments on similar legislation.  Well, a few days ago, Governor Christie did just that and vetoed the bill on the grounds that it "would trigger an escalation of wages that will make doing business in New Jersey unfathomable."  Pointing to the increase in hourly minimum wage rates, the Governor referred to the bill as a "really radical increase."  (It is interesting to c...
Post a Comment
Read more