Skip to main content

What I’ve Been Reading This Week


Between a few articles noting minimum wage hikes in Florida and Washington & efforts by organized labor to push through President Joe Biden’s spending plan, I point readers to an update on the National Labor Relations Board General Counsel and the steps she intends to take to advance a labor friendly agenda.  Granted, having a plan to advance a labor friendly agenda and actually putting it into place are two different stories.  With that being said, I refer readers to the article to get a sense of what we might see coming from the National Labor Relations Board in the coming months.

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


Labor Unions Lend Financial Support to Back President Biden’s Spending Package

The Wall Street Journal published an article today in which it noted the aggressive efforts by organized labor to get President Joe Biden’s $3.5 trillion spending package approved by Congress.  Between millions of dollars being spent by the Service Employees International Union to lobby Congress and the American Federation of Teachers taking to the phones to “dial” up support for the spending package, labor unions are breaking out the big guns to try and help the spending package get across the finish line.  Given that the spending package would provide significant financial aid to many labor friendly policies is reason enough for organized labor doing what they can to assure passage.  Will it be enough?  At this point, it is hard to say but if I were a betting man, I think some sort of spending package will eventually find enough support to reach President Biden’s desk for signature.


Florida’s Hourly Minimum Wage Rate Just Went Into Effect…What’s Next?

Readers might recall hearing about a constitutional amendment being approved by voters in Florida last November which resulted in an hourly minimum wage hike for workers across the state.  Yesterday, the hourly minimum wage rate went from $8.65/hour to $10/hour.  (Tipped workers saw their hourly pay rate rise from $5.63/hour to $6.98/hour.)  However, although this was a significant pay increase for hourly workers in Florida, this is not the end of it.  By September of 2026, hourly workers in the state will see their pay rates rise to $15/hour (and tipped workers will earn $11.98/hour.)  I would hope that Florida employers have already taken steps to prepare for yesterday’s pay raise.  Irrespective of the change to the hourly pay rate that went into effect yesterday, now is as good of a time as any to prepare for the upcoming pay hikes in the coming years.


NLRB’s General Counsel Jennifer Abruzzo Lays Out Labor Friendly Agenda

Jennifer Abruzzo, General Counsel at the National Labor Relations Board (“NLRB”), has made it no secret that she intends to steer the NLRB toward a more labor friendly agenda than her predecessor.  (With the NLRB trending more toward a more labor friendly iteration already, this should not come as much of a surprise.)  With that being said, Abruzzo recently sat down for an interview in which she set out some of the labor friendly policies she seeks to enact while serving as General Counsel.  Whether or not all these ideas come to fruition remain to be seen…but employers should take stock of what ideas Abruzzo has to help bolster unions in the coming years.


Washington State Increasing Minimum Wage Rate For 2022

Earlier this week, the Washington Department of Labor & Industries announced that the hourly minimum wage rate in the state would be increasing in January of 2022 to account for the rising cost of consumer items such as gasoline, food, and housing.  The current hourly minimum wage rate will increase 5.83% from $13.69/hour to $14.49/hour.  I refer readers to this announcement for more information.  For employers in Washington, now is as good of a time as any to start making plans to accommodate this upcoming pay raise.

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

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
Post a Comment
Read more

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. ...
1 comment
Read more