Most employers prefer that employees not discuss their wages with people they know. They definitely prefer that employees not complain about their pay on Twitter. So when a Chipotle employee at a Haverford, Pa., restaurant did exactly that, the ...
In recent years, unions and politicians alike have increasingly questioned the use of temporary workers, contract employees, and independent contractors. For example, Uber has been in the news recently over whether its drivers are employees of the ...
According to the NLRB: an unlawful handbook disclosure provision, an overly broad social media policy, illegal provisions regarding conflicts of interest, overly broad rules regarding copyright use, too-restrictive rules on employee conduct, and ...
Recent NLRB actions and court decisions have taken the issue of joint employers, independent contractors, and leased employees far beyond a single industry.
With the recent decision that McDonald's and its franchisees could be joint employers, the National Labor Relations Board's general counsel has continued a series of far-reaching actions that could upend how many American companies conduct business, including recent decisions asserting jurisdiction over social media policies, confidentiality policies, other company policies of non-union workplaces, and even employee activity on Facebook.
Positive workplace policies have long been uncontroversial. Typically, these policies set the expectation for employees that they will represent their employer in a positive light, and won’t make negative comments or engage in gossip about the company, customers, or fellow employees. This seems common sense—what could go wrong?
Before student athletes begin celebrating the recent decision by the National Labor Relations Board (NLRB) that college football players should be classified as university employees, they might consider this extra point: Players could be hit with an unexpected tax bill on their scholarships.