| Special #83 February 11, 2021 |
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Live Webinar on February 24th
Topic: What is New in 2021 for Labor and Employment Law with Legal Recommendations
Date: February 24, 2021 Time: 1:00 pm – 2:00 pm EST Presenters: Mel Haas and Jeff Thompson from Constangy, Brooks, Smith & Prophete, LLP
Price of Webinar Members: $30.00 Non-Members: $40.00
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From SHRM.org Viewpoint: The Forgotten
Dimension of Diversity By Paul Ingram
February 8, 2021
I once had a student in my executive education class, a managing director at a global bank, who told a heartrending story of her first steps toward professional success. As a teenager she had become a mother, and to make ends meet she'd worked cleaning offices. Even though she was dealing with substantial hardship at home—caring for a young child while defending against an abusive partner—she always brought a spark to her work, and soon she caught the attention of a manager at the bank.
Sensing her potential, the manager encouraged her to apply for an entry-level white-collar job at the bank and to pursue training in finance—developmental steps that won her admission into the bank's professional ranks and then allowed her to start rising up the managerial ladder. By the time she and I met, she held a top job negotiating massive debt deals and was working alongside colleagues who had started in positions right out of elite universities. The work she was doing required grit, courage and a deep human understanding—qualities that I venture are more common among the stars of custodial crews than among the middling members of junior-analyst groups hired each year out of universities.
Unfortunately, her story is the exception, not the rule, as I've learned through years of teaching managers, working with companies and researching the role of lower social-class origins on behaviors and outcomes at work.
When I refer to people of lower social-class origins, I mean those who through the conditions of birth and upbringing have had relatively less access to money, to contacts who promote their upward mobility and to the cultural know-how necessary to get ahead in schools and companies. Those of us who study social class origins often measure them along several dimensions: family income during early years, parents' level of education and parents' occupations.....
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| | | New Administration Special |
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Constangy.com Blog: Biden Time: NLRB guidance rescinded, wage-hour regs on hold?, Marty Walsh moves upBY ROBIN SHEA ON 2.5.21
POSTED IN CORONAVIRUS, ELECTIONS, INDEPENDENT CONTRACTOR, LABOR RELATIONS, POLITICS, WAGE-HOUR
And more!
It's been another busy week at Chez Biden. I will dive right in.
NLRB Acting General Counsel Peter Ohr withdraws 12 memos by former GC Peter Robb. Of course, the withdrawn General Counsel memoranda were relatively employer-friendly. The memoranda withdrawing the old memoranda are here and here. The following are two high -- er, lowlights:
Handbook rules. This one breaks my heart. Peter Robb, who was General Counsel for the National Labor Relations Board during the Trump Administration (and fired by President Biden before his term expired), issued a memorandum on employee handbook policies and when they did and didn't interfere with employees' rights under Section 7 of the National Labor Relations Act. That memorandum is no more, which means that employers (even non-union employers) will have to be very careful in drafting policies related to certain "hot topics." I blogged about Mr. Robb's memorandum in 2018. Read all about it, and weep.
Right of employees who are not union members to object to use of union dues for political and other activities. Acting GC Ohr rescinded two Robb memoranda about the rights of non-union members in agency shops.
In an agency shop in a state that does not have a right-to-work law, employees may not be required by a collective bargaining agreement to join a union or pay dues, but they can be required to pay financial "core" fees to the union related to collective bargaining and other union representation activities. As non-members, financial core fee payers are not required to pay for political and other activities in which the union may engage. They are also not subject to union discipline or fines. (Ten-gallon hat tip to my colleague David Phippen for making sure I got this right.)......CONTINUE READING >
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FROM THE NATIONAL LAW REVIEWBiden Puts Thumbprint on NLRB and Begins to Unwind Trump Board Policies
Monday, February 8, 2021 By Mark J. Neuberger
Last week, recently appointed acting General Counsel of the National Labor Relations Board (NLRB) Peter Ohr withdrew 10 separate guidance memos that were issued by his predecessor Peter Robb (a 2017 Trump appointee). These actions represent the start of the Biden era of labor relations and employers should brace themselves for some pretty significant changes. To understand what is going on at the Board and at what employers should expect in the months to come, it is important to take a step back and understand how the NLRB functions....
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| | HRdive.com Article: Biden admin likely to act on pay equity, systemic bias, says former EEOC official
The administration also may drive changes to leave law and independent contractor regulations.
Employers should expect the Biden administration to act on a series of employment law storylines, including those that have slowed in recent years, according to speakers participating in a Jan. 27 National Employment Law Institute (NELI) webinar.
So far, the president has issued executive orders on employment subjects including diversity training for federal agencies and contractors and anti-discrimination regulations, and the White House called for a "whole-of-government equity agenda" to tackle barriers to equity and social justice. While this objective is likely to involve contributions from many segments of the federal government, much of that work could fall on the U.S. Equal Employment Opportunity Commission (EEOC) specifically....READ MORE >>
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| Upcoming Training (Virtual Sessions) |
| 1. 2021 Leadership Training Series Virtual (First of the year) / Face-to-Face (Later in the year) Trainers: Humphries Consulting, Inc. Starts February 24, 2021 (Date Changed)
Virtual (possible move to Face-to-Face when safe) Trainer: Pete Tosh Starts March 9, 2021 9:00am - 12:00pm EST
Virtual (possible move to Face-to-Face when safe) Trainer: Pete Tosh Starts March 11, 2021 9:00 am - 12:00 pm
Trainer: Humphries Consulting, Inc. Time March 16 & March 18, 2021 9:00am - 12:00pm EST
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Georgia Employers' Association |
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