Skip to main content

What I’ve Been Reading This Week

 

Minimum wage (and a $15/hour wage rate) has been a hot topic over the years...not even counting the increased buzz around the matter since Democrats regained majority control of Congress (and the Presidency) in recent months.  With the stimulus bill that was signed into law this week, it is worth noting what did not make it into the final bill.  (Spoiler alert, it was the 15/hour wage rate proposal.)

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


Following Setback on $15/Hour Federal Minimum Wage Rate, Senators Regroup

Readers might have heard that last week, the Senate passed a $1.9 trillion stimulus package.  Despite attempts by Democratic Senators (and Independent Senator Bernie Sanders) to get a provision included in the legislation that would have raised the federal hourly minimum wage rate to $15, that provision was ultimately excluded.  However, as Newsweek writes, Senator Sanders in particular has doubled own and indicated that he will continue to seek ways to get a $15/hour wage rate bill through Congress.  With Democrats having majority control of both the House and Senate, so long as they can get the Senators to vote along party lines (which has proven difficult, *cough* Senator Kyrsten Sinema *cough*), they should be able to get this legislation passed.  Stay tuned.


FMLA Certification Procedures in the Age of the Coronavirus

Sheryl Estrada at HRDive wrote an article earlier this month in which she addressed several questions about FMLA certification procedures faced by many employers and HR professionals in regard to the coronavirus.  For those looking or a nuanced discussion of the topic, look no further than this article for a bit of guidance.


BP Latest Company Planning Hybrid Work Schedule Following Coronavirus Pandemic

As certain parts of the country (and world) slowly ease back into a more normal work schedule as vaccinations increase, many employers have started to plan (or even implement) new work procedures going forward.  As the BBC reports, BP has announced that it will seek to have its office staff work from home 40% of the time (or about two days a week.)  This “hybrid” schedule of working some days in the office while spending other days working remotely has started to become commonplace for many employers.  From reports I have read and things I have seen firsthand, many employees report they are more productive working remotely (whether it be because of no commute, less disruptions being away from the workplace, or other circumstances).  It should come as no surprise that some employers are eschewing the “traditional” requirement that employees report to the workplace when productivity (and oftentimes profit) are on the rise with employees working remotely.

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. ...