NLRB Requires New Union Rights Posting
The National Labor Relations Board (NLRB) released its Final Rule requiring a workplace posting for most US employers. The posting will outline employees' rights to form, join or assist a union under the National Labor Relations Act (NLRA). Under the Final Rule, which is effective November 14, 2011, almost all private sector employers who are subject to the NLRA must post the NLRB employee rights notice.
Most private sector employers are covered under the NLRA, except railroads, airlines, US Postal Service, agricultural and domestic workers and very small employers. The Frequently Asked Questions on the NLRB's website outlines the exceptions. Likely, if your firm is large enough to need our HR consulting services you'll need to post this notice. Click here for the entire article.
|
|
Beware Before You Deduct
By Susan R. Breslauer, SPHR-CA
It happens...an employee goes on an unpaid personal leave and there is a payroll glitch. When the employee returns, the Human Resources Manager (you) realizes that the employee continued to receive paychecks during his/her month of leave. The employee didn't bring it to your attention. Now you are left with an overpayment of wages and need to recoup it. What are your options?
Beware. The California Labor Code is very clear that there are restrictions on deductions from wages during employment and even tighter restrictions on deductions from final wages upon termination. Click here for the entire article. |
Rights And Benefits For Members Of The Uniformed Services
By Mary F. Patterson
What are an employer's obligations regarding merit increases and bonuses to employees returning from military service? According to the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA) employers must treat returning military servicemembers as though there was no absence, in most cases.
Under the "escalator" principle, a returning military servicemember is entitled to salary or benefits he/she would have earned based on seniority. The standard is whether there is reasonable certainty that if the employee remained continuously employed, he/she would have earned the merit increase or bonus. Click here for the entire article. |
