Today’s post is brought to you by the letters S, E, and O.
With a tip of the hat to whomever posted a link to this story on Twitter, it got me reading about this app that companies can install on employees’ smartphones and tablets that would preclude them from accessing work-related email on those devices.
Why would you want to do that?
Last week, the National Labor Relations Board issued this memorandum in which it has instructed regional offices to encourage employees to file complaints with the United States Department of Labor if the the regional NLRB office “believes that an employer may have violated a substantive or anti-retaliation provision of [OSHA] or the FLSA.”
Remember that the National Labor Relations Act covers more than just unionized employers and workplace. For example, many of the social media cases involving the NLRB that you may have read about actually involve non-union workplaces. So, if you haven’t gotten the message already, this NLRB initiative is another wake-up call to get your house in order.
Otherwise, you may have multiple federal agencies up in your business.
It’s been a rough year for RadioShack. One that, for me, came out of nowhere.
That Super Bowl commercial was freaking brilliant! (Second only to this one).
So, of to a great start in February, I thought things were looking up for RadioShack. But, then they announced they were closing 1,100 stores and one analyst later cut RadioShack’s stock price target to $0. ZERO!
Last week, Philadelphia Mayor Michael Nutter signed this Executive Order, which will require that many city contractors provide a minimum wage of $12/hour beginning January 1, 2015. (Although, the Order will also apply to bids and proposals issued May 20, 2014).
The Executive Order also requires that contractors meet that same minimum wage standard for their first-tier subcontractors.
For more on which employers/employee qualify, read the Executive Order.
Today we have a guest blogger at The Employer Handbook. It’s Kimberly Erskine.
Ordinarily, when I’m offered a wage-and-hour guest blog post, I just yawn — much like you do with the FLSA posts I do myself. But, this one, written from employee’s perspective, is a worthwhile read for both employees and employers alike.
(Want to guest blog on an employment-law topic at The Employer Handbook? Email me).
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The third week of April ushers in several holidays: Passover, Good Friday, Easter.
But no matter what your religion or god — even a sacrilicious ceiling waffle — we can all agree that the Employment Law Blog Carnival, which you can find this month at Tim Eavenson’s blog: Current Employment, is the workplace glory.
This month, Tim has more posts about HR-compliance than you can count on your ten fingers. So raise your hands up to the sky and shout Hosanna! The power of the #ELBC compels you!
Today is tax day, or, as I like to call it, sonofa—!
Actually, I get a nice refund this year. I guess that’s what happens when you have four kids under five. Which reminds me, I should ask, do any of you babysit? Because I have Verizon Fios and a jar of Marshmallow Fluff to sweeten the offer.
What? Where was I?
I was on such a roll this week.
You guys were digging the heck out of my peeing in the breakroom post, David Crosby the alcoholic, and the one about a supervisor offering cash to sleep with an employee’s wife.
You know who even read that last one? Scan down to the blog comments. Yep, that’s a comment from the plaintiff himself. OMG!!!
So, by now, you’ve likely read the news, first reported on Wednesday night by The New York Times reporters Michael Shear and Steven Greenhouse that “Obama Will Seek Broad Expansion of Overtime Pay”.
Messrs. Shear and Greenhouse indicated that, yesterday, President Barack Obama was to the direct the U.S. Department of Labor to “revamp its regulations to require overtime pay for several million additional fast-food managers, loan officers, computer technicians and others whom many businesses currently classify as ‘executive or professional’ employees to avoid paying them overtime.”
Possible targeted changes to the FLSA
Yesterday, I read this post from Sara Hutchins Jodka at Employer Law Report about how to pay employees for Daylight Savings Time work and comply with the Fair Labor Standards Act.
Then I ate a big bowl of pulled pork and I thought to myself, “Damn, I’m feeling lazy tonight! With the bazillion posts that I’ve published — and for which none of my freeloading readers have ever offered to pay — there must be a Daylight Savings FLSA post I can recycle.”
…and
The Employer Handbook Blog