Skip to main content

What I've Been Reading This Week


I intentionally do not focus on employment and labor law matters outside of the U.S. for the simple reason that although many developments in other countries are often quite intriguing, they more often than not do not have much applicability to developments here in the U.S.  With that being said, a week or so ago I highlighted the labor reforms that French President Emmanuel Macron is attempting to implement.  And now this week, we have a development out of Europe in regard to e-mail privacy of employees in the workplace.  At this rate, international employment and labor law developments might just deserve their own dedicated post...

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


Are You a Worker in Europe? If So, Your Employer Is Now Required to Notify You If They Monitor Your E-mail

This past Tuesday, the Grand Chamber of the European Court of Human Rights issued a decision in which it held that companies in Europe can monitor their employees' e-mails if the employees are notified in advance.  This 11 - 6 ruling in favor of protecting an employees' privacy comes about after a Romanian employee used Yahoo Messenger at work to discuss personal matters and was subsequently fired a few weeks after he was confronted by his employer.  I question whether employees in the U.S. would be entitled to the same "protections" that employees in Europe are now afforded...but perhaps some cities (such as San Francisco, Seattle, or New York City) which have adopted pro-employee policies in the past would approve a similar measure.


A Followup On the Case That "Ended" the Viability of the Proposed New Overtime Rule

Lexology has a brief, albeit clear cut, analysis of State of Nevada et. al. v. United States Department of Labor et. al. which is the case which effectively tabled the proposed new overtime rule.   While this note does not include an update in regard to the likelihood that the decision will not be appealed, this gives readers a good insight into the case and what the impact of the ruling means for workers across the country that would have potentially benefited from the new overtime rule.

Comments

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,...

San Diego Rolls Back Vaccine Mandate For City Workers

Last Tuesday, the San Diego City Council voted to do away with the vaccine mandate for city employees. The city’s vaccine mandate that was in place required city workers to get the coronavirus vaccine or risk termination.  Perhaps to this surprise of no one, the city’s policy came under fire with 14 employees being terminated and over 100 other employees resigning.  With the coronavirus subsiding, including in Southern California, the San Diego City Council took action. Now, bear in mind, the repeal of the vaccine mandate does not take place immediately. With that being said, the mandate will be repealed March 8th.  I suppose the question now is, what other cities or regions follow San Diego’s lead? For additional information:   https://www.sandiegouniontribune.com/news/politics/story/2023-01-24/san-diego-repeals-controversial-covid-19-vaccine-mandate-citing-drop-in-cases-hospitalizations

NLRB: Former Employee Cannot Be Barred From Work Premises After Filing Wage Suit

MEI-GSR Holdings, LLC - NLRB Facts :  MEI-GSR Holdings, LLC d/b/a Grand Sierra Resort & Casino ("GSR") operated a facility that included a hotel, casino, restaurant, clubs, bars, and a pool which were all open to the general public.  Tiffany Sargent ("Sargent") was briefly employed by GSR as a "beverage supervisor" in December of 2012.  After her employment ended, Sargent continued to socialize at one of the clubs.  GSR had a long standing practice of allowing former employees to patronize its facility and did not prohibit Sargent from doing so.  In June of 2013, Sargent and another employee filed a class and collective action against GSR for alleged unpaid wages, in violation of the Fair Labor Standards Act and Nevada law.  In July of 2014, GSR denied Sargent access to an event at one of the clubs.  GSR followed up with a letter and stated that with the on-going litigation (from the wage suit), it decided to bar Sargent from the premises. ...