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What I’ve Been Reading This Week


One of the more timely articles that many readers will likely find useful is from The Wage & Hour Insights blog that addresses when an employer is required to pay employees when the office/workplace is closed because of weather.  While all of the below articles are well worth reading, this article in particular is well worth a review.

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


Work Closed Because of Weather...So Are Employees Entitled to be Paid? Well, It Depends...

Every year, some part of the country inevitably gets hit with a major storm whether it be a hurricane, tornado, blizzard, etc. that results in employers having to close down the workplace/office for a period of time.  The question then arises, “Are the employees entitled to pay when the office/workplace is closed?”  As Bill Pokorny writes, the answer depends in part on whether the employee is exempt or non-exempt.  In particular, for those in the mid-west that have been dealing with wind chill temperatures of -50* this week, this article is worth a read.


Decertifying a Union? Let Us Start With the Basics

As those in the labor law field know, if there is a union in place at the workplace that is certified under the National Labor Relations Board, employees have the right to do a decertification campaign.  In essence, a decertification campaign allows for employees to call for a special election to get rid of the union as their “exclusive representation”.  However, at the outset, an employer or their HR department is limited in what steps can be taken to assist with the decertification campaign.  As this article walks readers through, there are several things employers can lawfully do to assist with a decertification campaign without running afoul of the National Labor Relations Act.  Well worth a read for a refresher or those simply looking to learn more about unions in the workplace.


(Smartly) Managing An Absent Employee

Quite simply, this article from Suzanne Lucas should be required reading for all employers and those in the HR field.  We have all dealt with sick employees at one point or another (or been sick ourselves and unable to show up for work).  As Suzanne writes, there are several things employers would be wise to do when dealing with time off for sick employees, such as actually providing paid time off, having a clear policy in place for how/to whom sick employees are to notify of an illness, as well as ensuring compliance with the Family Medical Leave Act and any related state law in regard to paid leave.

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