If I asked you to identify Lyft's business, how would you answer?
"They're a transportation company," you'd say. There's no other correct answer … unless you ask Lyft.
Lyft will tell you that it's a tech company, not a provider of transportation.
If I asked you to identify Lyft's business, how would you answer?
"They're a transportation company," you'd say. There's no other correct answer … unless you ask Lyft.
Lyft will tell you that it's a tech company, not a provider of transportation.
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In 2016, Tom Pettay sued his former employer, DeVry University, for age discrimination. The trial court dismissed Pettay's lawsuit on summary judgment. Following that dismissal, the employer filed a motion asking the trial court to award them $4,004.39 for the cost of deposition transcripts used in support of the summary judgment motion. While Pettay's appeal of the court's award of costs was pending, the Ohio Supreme Court held that a prevailing party cannot recover the costs of deposition transcripts.
As a result, Pettay again sued DeVry (or, more accurately, its successor in interest, Cogswell Education), claiming that it retaliated against him by pursuing a frivolous motion for the costs of the deposition transcripts.
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We are truly heartbroken to announce that we've made the difficult decision to permanently close both Knead Slice Shop and Knead Market effective immediately (August 23, 2022), regardless of the outcome or the occurrence of the requested union election.
We respect the right of workers to organize under the National Labor Relations Act or other appropriate laws. We hope our workers will recognize our related right as an employer, especially a small employer, during these extremely difficult operational times, to close our entire business operation.
We continue to wish our employees well.
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Tesla's General Assembly plant maintained the following dress code: "It is mandatory that all Production Associates and Leads wear the assigned team wear." For production associates, "team wear" consists of a black cotton shirt with the Tesla's logo and black cotton pants with no buttons, rivets, or exposed zippers, all which Tesla provides.
In the Spring of 2017, however, certain production associates started wearing black t-shirts with the phrase, "Driving a Fair Future at Tesla," along with the logo for the United Auto Workers.
Tesla banned the UAW shirts under its "Team Wear" policy, claiming that the ban limited the risk of alternative clothing damaging vehicles on the production line and made it easier to keep track of employees on the shop floor.
In a split 3-2 decision, the NLRB held that Tesla unlawfully prohibited its employees from wearing shirts with the UAW's logo.
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How does your organization help build collegiality among employees?
At my kids' school they do it in the Lower and Middle School with Family Groups, and in the Upper School with Houses (just like in Harry Potter, complete with a year-long House Cup competition).
Each Family Group or House is comprised of a cross-grade mix of students. The goal is to build school spirit, classmate and faculty camaraderie, and student leadership skills.
One of the Middle School's best traditions is Community Building Days, two days of non-academic activities shortly after the start of the school year to help everyone get to know one another better. It always takes place on the Thursday and Friday of the second week of school (yesterday and today), and the entire Middle School sleeps over at school on Thursday night.One additional rite of passage for the middle schoolers is what's known as "Gr8 Night." They sleep over at school for one additional night, the Wednesday night leading into Community Building Days, to further build their leadership skills and to decorate the Middle School in preparation for the arrival of the 6th and 7th graders the next day.
Yesterday morning, the 8th graders welcomed everyone driving onto campus (that's Donovan, in yellow on the left). He looked excited and happy, (relatively) well rested, and ready to tackle what the faculty has to throw at him over the next two days. I can't wait to hear all about it.
Employers, what are you doing to help build camaraderie and collegiality among your employees? The past two and a half pandemic years have been rough on workplace morale and teamwork. I'm curious to learn what you're doing to help bring back some of the sense of "team" that the pandemic and remote work stole from us? Drop a note in the comments below and I'll share some the best or more interesting ideas in a future post.
Here's what I read and listened to this past week that I think you should be reading and hearing, too.
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According to Scene Magazine, late last week Platform Beer Co. notified between 25 and 30 of its local brewery employees that their employment was no longer needed. They were laid off.
That facility brews, tests, cans, packages, and warehouses most of Platform's offerings. The impacted employees were offered severance packages in accordance with their age and tenure.
When I hear "mass layoff," I immediately think of the WARN Act. WARN stands for Worker Adjustment and Retraining Notification. It's the federal statute that requires 60 days' advance notice of mass layoff or plant closure (or 60 days' pay in lieu of the notice). But it does not apply to every mass layoff or plant closure, only those of a large enough employer that impacts a large enough number of employees.
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Consider the following two policies:
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Last week the CDC updated its Covid isolation guidelines. The agency says it's "to help the public better protect themselves and understand their risk."
Most importantly, there is no longer any distinction between those who are fully vaccinated and those who are unvaccinated against the virus. Instead, the CDC says anyone can end isolation after five days if asymptomatic or if fever-free for 24 hours and other symptoms are improving. Thereafter, one should mask around others either through day 10 or sooner after two sequential negative tests 48 hours apart.
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