By Michael J. Lotito
In a move that could have a dramatic impact on the franchise business model, National Labor Relations Board General Counsel Richard Griffin has announced that his office intends to name a parent franchisor as a respondent in cases involving alleged unfair labor practices committed by franchisees if the parties are unable to reach a settlement.
According to the Board, the agency is currently investigating the various charges, and may name the franchisor company — fast food giant McDonalds – as a joint employer should a complaint be issued. Read more…
By Eric B. Meyer
Over the weekend, I read this case (Clark v. Cache Valley Electric Co.) in which a male plaintiff alleged discrimination because his supervisor was allegedly schtupping a female subordinate and treating her better.
(The court said “voluntary romantic affiliation,” but why say in three words, what you can say in one?)
Specifically, the plaintiff alleged that, in exchange for putting out, his female co-worker received better job assignments, bonuses, and other working conditions. Read more…
Most employers are well aware that they must prevent discrimination in the workplace, yet, within the past 5 years, the Equal Employment Opportunity Commission (EEOC) received the highest number of charges of discrimination and retaliation in its 50+ year history.
From an employer’s perspective, settlement costs to resolve an EEOC claim fade in the face of additional, often unrecorded, costs to the employer’s organization, such as the potential loss of employee morale or the employer’s reputation. This webinar will show you how to avoid these costs by teaching you:
- What qualifies as discrimination under the EEOC
- Which laws are enforced by the EEOC
- How to stay in compliance with those laws
- What an employer’s obligations are, including EEOC posting requirements
- And more
Attend this webinar to learn the strategies needed to prevent EEOC claims and protect your organization from lawsuits and fines
Date/Time of Webinar: August 19 2014 at 2:00 pm Eastern/11 am Pacific
Registration Link: https://cc.readytalk.com/r/wozdirtjzmme&eom
President Obama signed an Executive Order Monday banning discrimination against LGBT employees by federal contractors.
Last month, I blogged here that the White House had announced that it intended to eventually ban LGBT discrimination by federal contractors through Executive Order because the Employment Non-Discrimination Act (ENDA), did not make it through Congress.
Since that time, several gay-rights groups withdrew their support for ENDA, fearing that it afforded “religiously affiliated organizations … a blank check to engage in workplace discrimination against LGBT people.” Read more…
By John E. Thompson
We wrote some time ago about a lower federal court’s determination in Glatt v. Fox Searchlight Pictures that at least two unpaid interns were “employees” for federal Fair Labor Standards Act purposes.
This ruling is now being reviewed by the New York-based Second U.S. Circuit Court of Appeals (with jurisdiction over Connecticut, New York, and Vermont). The U.S. Department of Labor has submitted a friend-of-the-court brief in which it supports the lower court’s decision.
The Labor Department’s filing provides some interesting insight into its views about when an intern is an “employee” for purposes of the FLSA’s requirements. Read more…
By Annie Lau
As the global market grows seemingly smaller, more and more companies are expanding their reach around the world.
Some companies send U.S. employees overseas, while others hire locally, or even utilize local independent contractors. As in the United States, companies must be mindful of the risks involved when hiring independent contractors in their international operations.
While different countries have different levels of scrutiny when it comes to determining who is an independent contractor and who is an employee, many of the principles remain the same. The main questions deal with the company’s control over the person’s work. Read more…
Ban the box has gone viral.
And while the removal of this little check box has potentially made life easier for job seekers with a criminal past, it has created much confusion and frustration for employers.
If you haven’t been in the loop, “ban the box” is the catchy phrase that refers to removal of the check box on a job application asking whether a candidate has been convicted of a crime. Ban the box shows no signs of slowing down, and it’s creating new headaches, not to mention real risks, for employers across the country. Read more…
By Ilyse Wolens Schuman
The Equal Employment Opportunity Commission has issued new enforcement guidance on pregnancy discrimination and related issues, despite reservations expressed by some EEOC Commissioners.
In general, the five-part guidance explains Title VII‘s prohibition against pregnancy discrimination, describes individuals to whom the Pregnancy Discrimination Act (PDA) applies, discusses the expanded definition of “disability” under the Americans with Disabilities Act (ADA) and how it applies to pregnancy-related impairments, and sets forth examples of best practices and reasonable accommodations.
The guidance was approved by a 3-2 vote along party lines, with Commissioners Constance Barker and Victoria Lipnic voting against it. Read more…