Monthly Archives: February 2015

IT MIGHT JUST PAY TO BE SICK

Currently, there are no federal laws that require paid sick leave.  If an employer is subject to the FMLA (Family and Medical Leave Act), it is required to provide up to twelve weeks of unpaid leave to an employee under certain medical conditions when that employee is eligible.  In many cases, an employer will require an employee to substitute paid leave for the unpaid FMLA leave.  Similarly, the Fair Labor Standards Act requires that an employee only be paid for hours worked. sick1

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SUPREME COURT RULES NO “THUMB ON THE SCALE” FAVORING LIFETIME RETIREE HEALTH BENEFITS

The Supreme Court of the United States recently vacated a decision that made an employer responsible for the lifetime costs of its retirees’ health benefits, despite there being no language in the labor agreement with the union stating that the employer had this responsibility.  The Court sent the case back to the appellate court to determine whether the parties intended for the employer to pay for all of the retiree health care costs in perpetuity.Banner_Benefits%20Calculator_iStock_000018547355LARGE

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CUBICLE CUPIDS AND THE WOES OF WORKPLACE ROMANCE

Roses are Red,
Violets are Blue,
Office Romances are Sweet,
Until Somebody Sues.

It’s February, and to quote Tom Jones “love is in the air, everywhere [you] look around.”  Depending upon the make up of your work force, dating amongst your employees may be a common issue for you. A recent survey conducted by Vault.com reported that 59% of respondents had been involved in a relationship with a co-worker.
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DATA BREACHES-A NEW TOPIC FOR COLLECTIVE BARGAINING?

The NLRA requires employers whose employees are represented by a union to maintain the employee’s existing terms and conditions of employment and to negotiate with the union before implementing any changes to those conditions. Even fundamental changes in the business itself, which are exclusively the prerogative of management and not subject to bargaining, will give rise to a bargaining obligation over the effects of those decisions on unionized employees.Data-Breach-300x225

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