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What I've Been Reading This Week


Even though I often see a lot of articles on smartphones in the workplace, I came across a very good article recently that I wanted to highlight.  Remember employers, you cannot have it both ways.  You cannot require (explicitly or not) that nonexempt employees check their smartphones for work related activities off the clock and then assume these employees are potentially not entitled to compensation for this extra time worked.

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


Employers: Regroup for the New Year on Union Avoidance Strategies

Even though we are already a few weeks into 2015, it is never too late for employers to re-examine their union avoidance strategies (especially in light of the recent NLRB rulings that allow access to employer e-mail systems for union organization as well as the new "quickie election" rules).   This is one of the better written articles that I have seen on union avoidance recently and one that employers should review.  In particular, pay close attention to the suggestions on what employers can do to implement new strategies to combat unions in the workplace.


Employer Protocol for Weather Closures & Delays

Even though the article is titled "Is Your Organization Ready for Another Northeast Ohio Winter?", this is a good read for employers and employees everywhere.  The article has three thoughts that a proactive employer should consider and address for the inevitable work closure or delay because of weather.  This is certainly worth a review, even if to just confirm that there is a protocol in place to deal with these types of situations.


Are Smartphones a Pending Wage & Hour Violation Issue?

Tammy Binford has a very good article that calls attention to the potential wage & hour issues that employers could face from nonexempt employees checking their smartphones off the clock.  Many nonexempt employees have smartphones that enable them to access work e-mails (and take work phone calls) after they clock out.  Even if these employees are not required to use their smartphones for work once they clock out, many still do.  That creates potential wage & hour violations that employers could be liable for...

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