It’s that time of year again.
Coworkers have begun bombarding you with requests to purchase Girl Scout Cookies. So, in that spirit, let’s tackle:
- Whether unions will start organizing your workplace if you relax your no-solicitation policy to allow employees to sell Girl Scout Cookies;
- Can employees use your email system to proselytize if co-workers use it to sell Girl Scout Cookies; and
- A bonus discrimination case involving the sale of Girl Scout Cookies gone terribly wrong.
*Cracks knuckles in preparation for lots of cutting and pasting*** Continue reading
In 2014, the National Labor Relations Board ruled here in a case called Purple Communications that employees can use company email to try to form a union. Specifically, the Board held that “employee use of email for statutorily protected communication on nonworking time must presumptively be permitted by employers who have chosen to give employees access to their email systems.”
Yeah, I like my plain English better too.
Fast forward to 2018, and of all the places in the world, a federal appellate court in California — yes California — may be the one to change this. Continue reading
If you’re new to the field, you’ll have to take our word on it. But, HR-compliance professionals know that drafting an employee handbook that is 100% compliant got a lot tougher over the past several years.
Let’s forget about paid-sick-leave laws, ban-the-box, and other state/local law matters. I’m just talking about how strict the National Labor Relations Board had become in interpreting employee handbook policies for union and non-union employers. (Remember that the National Labor Relations Act is not limited to unionized employers.)
Fortunately, relief is on the way. And I have nine ways in which you can now update your handbook with the blessing of the Board’s General Counsel. Continue reading
For the rest of you more cultured Renaissance human resource professionals, I have news that you’ll appreciate even more than my Judge Dredd references.