Showing posts with label employment policies. Show all posts
Showing posts with label employment policies. Show all posts

Monday, May 9, 2022

The NLRB is coming for your handbook (again)


  • Corrective action rules
  • A dress code
  • A prohibition on cell phone use while working
  • A social media policy
  • Confidentiality rules

These are a few of the 19 different polices contained in Starbucks  employee handbook (called its Partner Guide), which the NLRB alleges constitute "interfering with, restraining, and coercing employees in the exercise" of the right of the coffee retailer's employees to form a union under the National Labor Relations Act.

Wednesday, March 23, 2022

The nuts and bolts of your company code of conduct


Yesterday I explained why your company needs a code of conduct separate from or adjunct to your already-existing anti-harassment policy. 

Today, I'm back to explain what it should contain, to whom it should apply, how violations are addressed, and how it should be disseminated.

Tuesday, March 22, 2022

Does your craft brewery or other company have a code of conduct?


Meet Brienne Allan, a brewer at Notch Brewing in Salem, Mass. In May 2021 she asked a simple question in an Instagram Story— "What sexist comments have you experienced?"

What followed were hundreds upon hundreds of stories of sex-based discrimination, harassment, and other abuse.

Tuesday, February 22, 2022

Vacation (all I ever wanted) — 7 tips to encourage your employees to use their paid time off


"AITA for turning my work phone off on vacation?" That's the question that someone recently posted on the eponymous subreddit.

The recently promoted employee disconnected during his vacation. During a moment of downtime, he powered up his work phone, only to find this voicemail from his new manager, demanding to know why he wasn't zooming in for meetings.
I checked my phone voicemail and the unknown number was him saying he "hoped there was a damn good excuse for why I was off the grid" if I wanted to keep my job. He even started out the voicemail with "I'm so sorry you’re in the hospital because that's the only reason I should be needing to hunt you down like this." In slack I had a few dms from coworkers I feel I get along with saying I need to reply ASAP because my absence was impacting them with how mad our boss was.
No, he's not the a***ole.

Wednesday, December 15, 2021

Tragic workplace emergency safety lessons from a candle factory


Thus far, eight employees have tragically died inside the Mayfield Consumer Products candle factory from the tornado that tore through Mayfield, Kentucky, and left the factory a pile of rubble. That number, however, could have been much less.

According to NBC News, as the storm warnings came and tornado sirens blared, as many as 15 employees asked managers for permission to leave so that they could take shelter in their own homes. Instead of granting permission, managers threatened to fire anyone who left their shift early. Now at least eight employees are dead, and many more are injured. 

Tuesday, November 30, 2021

Work-life balance vs. Antiwork


Compare the following.

From CNN — "In Portugal, it's now illegal for your boss to call outside work hours."

-vs-

From the Antiwork subreddit — "Just a friendly reminder, if your boss texts you to come in at a time you were not scheduled to work, you are not obligated to answer the text."

Tuesday, September 14, 2021

Employment law lessons from “Ted Lasso” – dating the boss


If you've not yet watched episode 8 (Man City) of the current second season of Apple TV+'s Ted Lasso and you don't want to be spoiled, now would be a good time to click the back button on your browser or close your email. Good? Okay. No grumbling; you've been warned.

Tuesday, August 17, 2021

Coronavirus Update 8-17-2021: Are your work-from-home employees working more one job from home?


This headline in the Wall Street Journal caught my eye: These People Who Work From Home Have a Secret: They Have Two Jobs.

A small, dedicated group of white-collar workers, in industries from tech to banking to insurance, say they have found a way to double their pay: Work two full-time remote jobs, don’t tell anyone and, for the most part, don’t do too much work, either.

Alone in their home offices, they toggle between two laptops. 

Thursday, February 4, 2021

No, you don’t get to keep your paid leave after your position is eliminated


The headline reads, "Trump aides made a late request to Team Biden to extend their parental leave. They said no." Here's the story:
[A] number of ex-Trump political officials … lost their parental leave when Joe Biden was sworn into office. It's a byproduct of the field they're in: Their boss (the president) may have been the one let go, but his departure has meant that they, too, lose their jobs and benefits. Still, they argue that the Biden administration should have honored their leave by keeping them on payroll until the end of it — a request that … the Biden transition did not grant.
One such employee, Vanessa Ambrosini, welcomed a new baby the week before Christmas, and was looking forward to parental leave through mid to late March. "I got completely screwed," she says.

No, Vanessa, you didn't. What you got was unemployed, a fact of which you should have been well aware since at least November 7. In fact, you should have been aware of it for more than a month before you started your maternity leave. It seems to me these employees are trying to take advantage of the consequences of which they were well aware in an attempt to make the new administration look bad. I don't buy it.

Friday, January 8, 2021

When you discover that you employ a seditious rebel #TraitorsGettingFired


Imagine you discover that Elizabeth from Knoxville is one of your employees.


Or what about Jake Angeli (the self-proclaimed QAnon shamen)?


Or Paul Davis?


Or this guy, who actually wore his work badge to the protest?


Or any of the others amid the hoard of seditious rebels who stormed the Capitol on Wednesday in an act of open rebellion against the United States and its government?

Question: Should these people be fired from their jobs?

Wednesday, December 16, 2020

My one work rule to rule them all


George Carlin was a genius. He just had a way of breaking down language into its most simple parts. Whether it was The 7 Dirty Words or The 10 Commandments, Carlin was just brilliant with language. For example, he dismantled each of the 10 Commandments into just two:

First:

  • Thou shalt always be honest and faithful, especially to the provider of thy nookie.

And second:

  • Thou shalt try real hard not to kill anyone, unless, of course, they pray to a different invisible man than the one you pray to.

I thought of this yesterday after stumbling upon a tweetstorm authored by Kate Bischoff reacting to this New York Times article suggesting that Jeffrey Toobin's long and esteemed career justifies that he should get his job back despite his Zoom full monty faux pas. 

Tuesday, October 27, 2020

Time to make sure your business has an Election Day plan. #vote


Election Day is in seven days. By all predictions, this election will see a record number of voters. As long as Election Day remains a working day, employees will show up to work late, leave work early, or take long lunches, just so that they can vote.

Please make sure your employees have sufficient time to do so. For starters, it's important that employees are able to exercise their voting rights. Secondly, at least here in Ohio, it's the law.

Tuesday, October 20, 2020

PLEASE don’t tell your employees which candidate to vote for


This post at the Evil HR Lady Facebook group caught my attention yesterday:

Florida company's president warns employees their jobs could be in danger if Trump loses election

Monday, February 3, 2020

Poll: how do you handle “Super Bowl Fever”?


Today is Super Bowl Monday, the day after the big game. The game ended after 10 pm last night, and parties went much later. In light of this, consider these stats from Kronos:

  • An estimated 17.5 million U.S. employees say they may skip work today. 
  • Of those employees, 11.1 million say they will likely use preapproved time-off.
  • Another 4.7 million plan to call in sick even though they’re really not ill.
  • 1.5 million say they will not tell anyone they’re not coming in and just won’t show up.
  • 11.1 million employees plan to go to work, but will show up late.

So here’s my question for everyone. How will your business handle the “Super Bowl Fever”?

Thursday, November 21, 2019

“Hairstyle discrimination” laws: a solution in search of a problem


I fully embrace the irony of a local news broadcast holding me out as the expert on hair discrimination. 👨🏻‍🦲

Irony notwithstanding, here I am on last night’s 6 o’clock news discussing why we don’t need to ban workplace hairstyle discrimination. (Big thank you to WEWS’s Mike Brookbank for reaching out and for the interview.)


Thursday, November 14, 2019

EEOC settlement provides expensive lesson on including social media in your anti-harassment policies and training


EEOC v. Nabors Corp. Services involves serious allegations of racial harassment, including the following.

Being addressed at work by co-workers with racial slurs such as “nigger”; being exposed at work to offensive, racially derogatory social media images and material circulated by co-workers and managers; being exposed to racist graffiti, including racial slurs and derogatory drawings concerning Black persons at company facilities in and around Pleasanton, Texas; being referred to as members of the “colored crew” by employees and managers; and in some instances, being subjected to intimidation and physical threats by employees because of race, Black.

The company recently resolved this case, agreeing to pay 10 employees a total of $1,225,000 to settle the EEOC’s claims of racial harassment, race discrimination, and retaliation.

Monday, September 23, 2019

No-fault attendance policies offer no cover when the ADA or FMLA are involved


An employee suffering from epilepsy, migraines, and heart condition asks (with a medical note) for two unpaid days off from work unpaid to treat symptoms related to her disabilities. Instead of granting the leave, the employer assigns the employee points under its no-fault attendance policy and fires her for exceeding the allowable number of attendance points. The EEOC has sued the employer, alleging disability discrimination.

Tuesday, August 6, 2019

It is an inexcusable sin for an employer NOT to have an anti-discrimination policy


There are some employment policies that you can get away with not having. An anti-discrimination policy is not one of them.

In Hubbell v. FedEx SmartPost (decided yesterday by the 6th Circuit), FedEx learned this lesson the hard way.

Tuesday, July 9, 2019

NLRB offers significant and important guidance on its new(ish) employee handbook rules


It’s been just over 18 months since the NLRB decided Boeing Co., perhaps its most significant decision in decades. It rewrote more than a decade of precedent by overturning its Lutheran Heritage standard regarding when facially neutral employment policies violate the rights of employees to engage in concerted activity protected by section 7 of the National Labor Relations Act.

In Boeing, the Board scrapped Lutheran Heritage’s “reasonably construe” test (a work rule violates section 7 if an employee could “reasonably construe” an infringement of their section 7 rights) with a test that balances “asserted business justifications and the invasion of employee rights” by weighing “(i) the nature and extent of the potential impact on NLRA rights, and (ii) legitimate justifications associated with the requirement(s).” It was a huge win for employers drafting and issuing workplace policies.

Tuesday, June 25, 2019

Employers are making new dog ownership a little less ruff by offering “pawternity” leave


In three days, my family grows by one. We’re adding a puppy.


My wife and kids have been clamoring for a new dog for a year. Loula (our current dog) is seven years old, and they don’t want to be in a position of not having a dog in our family. Plus, we don’t want to wait until Loula’s too old to tolerate the energy of a new puppy.