Employees who are unhappy with something that has happened at work often send us email messages seeking help. For example, they may complain that they have had their hours reduced, their office moved, or don’t get a lunch break. Of course, these employees don’t think what has happened is fair. They need the money from the extra hours they no longer work.
Because of recent changes in federal employment regulations, new labor posters must be posted by today, August 1, 2016:
On June 28, 2016, the U.S. Equal Employment Opportunity Commission (EEOC) announced that it had settled one of its first lawsuits alleging sexual orientation discrimination. The settlement—in the form of a consent decree—requires Pallet Companies, doing business as IFCO Systems (IFCO), to pay $202,200 in addition to a number of nonmonetary requirements. This landmark decree comes less than a year after the EEOC first concluded that discrimination on the basis of an employee’s sexual orientation amounted to sex discrimination.
As discussed in a previous post, employers cannot terminate employees for using social media to exercise their right to engage in protected concerted activity (typically seen as “unionizing”). Holding that employers cannot fight fire with fire, a recent court decision has now limited the extent of the employer’s ability to use social media to oppose “unionizing” activities.