Recently the Supreme Court addressed the ability of a union contract, custom, or practice to dictate when the putting on or taking off of personal protective equipment constitutes “changing clothes” and thus constitutes non-compensable time. In Sandifer, the Court held that when the vast majority of such preliminary or postliminary time is consumed in donning-and-doffing of what clearly are clothes, then the entire period, including the time related to personal protective equipment which is not clothing, falls under the collective bargaining agreement’s exception to compensable work time. The Court acknowledged that some personal protection equipment does not meet the definition of clothes, yet the amount of time spent in donning or doffing these items may be so small and difficult to track that such time need not be counted for purposes of computing compensable work time.
As regular readers of this blog know, the Equal Employment Opportunity Commission’s focus on disability discrimination – and the circumstances under which a reasonable accommodation of a disability needs to be made – has been in the news several times in 2013. While the question of whether leave is a reasonable accommodation may be the one we hear about the most, employers frequently get unusual or unique accommodation requests. For instance, must an employer consider an employee’s request for free onsite parking as a reasonable accommodation? That question was recently addressed by the Fifth Circuit Court, and the decision of the Court is a useful reminder for employers everywhere.
While the validity or invalidity of the National Labor Relations Board’s early 2012 recess appointments has been all the rage in labor relations news recently, it’s important not to overlook all of the other things the Board has been doing in recent months. Like overruling 34 years of precedent on when witness statements must be exchanged between the employer and union.
You have employees, some of whom are represented by a union. The union makes a request for information or documents concerning some of your non-union employees and the work they are performing. Do you need to do anything; and if so, what and when? A recent decision by The National Labor Relations Board in Iron Tiger Logistics, Inc. answered these questions.
The Equal Employment Opportunity Commission has taken the position that an employer cannot use credit history background checks unless the credit screening is job-related. This position, however, is based upon an adverse impact theory – in other words, that an employment practice neutral on its face is unlawful if it disqualifies a disproportionate number of members of one protected class, as compared to other groups, without being sufficiently related to successful job performance.