Social Media PoliciesThe NLRB will examine whether a social media policy is too broadly worded. For example, prohibiting employees from making disparaging comments about the company and prohibiting statements that are “disrespectful,” “inappropriate” or “unprofessional” can be considered too broad. The NLRB’s position is that policies must be more specific about the types of comments or conduct that is prohibited. For example, according to the NLRB’s General Counsel, the following language does a better job of eliminating ambiguity in the policy: … [Read more...] about Are Your Employment Policies Legal Under Current Federal Labor Law?
Federal labor laws
It's not the first time Musk has gotten in trouble for his tweets. Last year, he ended up in a dispute with the Securities and Exchange Commission over a tweet by Musk saying he had "funding secured" to take the company private. Musk was removed as chairman of the company's board, and he and the company were each fined $20 million in a settlement of the charges. He is also now limited in what he's allowed to post on social media. … [Read more...] about Tesla and CEO Elon Musk violated federal labor law, judge rules
The case involved an investigation by the Company's Human Resource Consultant regarding employee rumors and dissatisfaction about alleged disparate pay. As part of the investigation, the HR consultant was advised by an employee that she had not yet discussed or complained to other employees about the issue, but was concerned about it. Several days later, the employee was fired. … [Read more...] about NLRB Determines that “Preemptive” Firing Violates Federal Labor Law
The Board found that the agreement unlawfully barred employees from engaging in “concerted activity” protected by the National Labor Relations Act. The Board emphasized that the ruling does not require class arbitration as long as the agreement leaves open a judicial forum for group claims. … [Read more...] about Board finds that Certain Mandatory Arbitration Agreements Violate Federal Labor Law
The reform also allows employers and employees the option of paying for work at an hourly, rather than a per diem rate, provided that the maximum daily working hours (eight per day) are not exceeded and the employees’ daily income is not less than the minimum daily wage. This latter provision can be interpreted as being in harmony with the definition of minimum wage established by the Law, which would mean that the worker should receive at least the minimum wage, even when working fewer hours than the maximum established under the Law. … [Read more...] about Mexican Federal Labor Law Reform: What Companies Doing Business in Mexico Need to Know