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Paid Family Leave 2019 Update

Friday, September 07, 2018

Employees will pay more of their paycheck towards the Paid Family Leave benefit program in 2019 - 0.153% of gross wages up to a yearly maximum of $107.97 (up from 0.126%/$85.56 in 2018). Moreover, as per the original provisions of the Paid Family Leave law, employees will be permitted to take up to 10 weeks of paid family leave in 2019, and receive 55% of their average weekly wage, up to a maximum of $746.41.  

Deadline for New Sexual Harassment Prevention Requirements Fast Approaching

Tuesday, August 28, 2018

In April, we wrote about new steps New York State is taking to prevent harassment in the workplace, including requiring New York employers to comply with policy and training requirements.

Lululemon Employees Likely to be Conditionally Certified for Allegations of Unpaid Wages

Thursday, August 16, 2018

Earlier this month, a New York Federal Court magistrate recommended conditional certification of a class of Lululemon employees who allege they were expected to take yoga classes at studios to promote Lululemon apparel, and perform other work related tasks off the clock.  Lululemon paid the fee for the classes but did not pay the employees to attend, calling it “community work.”  The employees allege they spent approximately five hours each week in fitness classes and another five hours per week performing other tasks.

Court Holds that USC Cannot Force Employees/Investors in its Retirement Plan to Arbitrate their Breach of Fiduciary Duties Claims

Monday, August 06, 2018

Employers with retirement plans subject to the Employee Retirement Income Security Act (ERISA) often seek to reduce their potential class action liability for breach of fiduciary duty claims by including mandatory arbitration clauses in employment agreements. University of Southern California (USC) workers challenged the school's management of its plans in federal court several years ago, despite the arbitration clauses in their agreement.

Changes to Taylor Law

Friday, July 27, 2018

This year, Governor Cuomo signed a law making changes to the Taylor Law to strengthen public unions.  The Taylor Law, officially the Public Employees Fair Employment Act, defines the rights and limitations for public employees in New York.  The major changes to the existing law include the following:

Arbitration Agreements as a Condition of Employment are Enforceable

Monday, July 16, 2018

The US Supreme Court recently upheld mandatory arbitration clauses in employment contracts that waived an employee’s right to bring class or collective actions.

NON-UNION PUBLIC PROFILE EMPLOYEES NO LONGER CAN BE FORCED TO PAY UNION AGENCY FEES

Tuesday, July 10, 2018

For approximately 40 years, public sector employee unions could collect union “agency fees” from the paychecks of even those employees who chose not to join the union.  The premise was that even non-members benefitted from the contracts the unions negotiated with public entities, so should have to pay at least something for that benefit.  Many of the non-member employees objected because the unions at times took positions on political or other issues with which they disagreed, but were forced to pay to support.  The U.S.

Bereavement Leave Likely to Be Added to NY Paid Family Leave

Tuesday, June 26, 2018

The NYS Legislature has passed a bill which would add bereavement leave to the list of permissible reasons to take paid family leave.  The bill would allow employees to use paid family leave after the death of a family member.  It would also allow those who have already been using paid family leave to care for a family member to use any remaining time for bereavement.

New Guidance for Handbooks from NLRB

Monday, June 18, 2018

Earlier this month, the NLRB issued a guidance on employee handbook rules, which follows its landmark decision in The Boeing Company last December.  The Boeing case established a new standard when evaluating whether a work rule violates the law, and focused on the negative impact on the employees’ ability to exercise their rights and the policy’s connection to the employer’s right to maintain discipline and productivity in the workplace.  The guidance signals that the new General Counsel will take a more employer friendly approach than the Obama NLRB did in interpreting federal la

U.S. Supreme Court Ruling in Favor of Baker Refusing to Create Cake for Same-Sex Couple Does Not Change Law for Employers

Friday, June 08, 2018

In a narrow recent Decision, the U.S. Supreme Court held that the Colorado Civil Rights Commission illegally found against a baker who claimed his religious beliefs prevented him from creating a wedding cake for a same-sex couple.   The key was that the Commission allowed other bakers to refuse to create cakes that demeaned gays and same-sex marriages.

Governmental Affairs
18

YOUR ASSISTANCE IS NEEDED!  The NLRB's imbalanced "quick election" rule is scheduled to take effect on April 30, 2012. The congressional resolution to nullify the rule may considered by the U.S. Senate this week!

Please e-mail your U.S. Senators and Representative and either:

  • thank them for co-sponsoring the Enzi/Gingrey Joint Resolution, or
  • encourage them to do so!

Former HR professional and SHRM member, Sen. Mike Enzi (R-WY), and Rep. Phil Gingrey (R-GA), have introduced Senate Joint Resolution 36 and House Joint Resolution 103 in the Senate and House, respectively. If adopted by Congress, these joint resolutions would nullify the National Labor Relations Board's (NLRB) new "quick election" rule, which will shorten the time employers have to respond to union petitions.

Please Take This Action:
Write your members of Congress using SHRM’s HRVoice program.  This advocacy campaign is automatically tied to your legislators' positions on each joint resolution.  The version of the message you see will be a "please support" communication or "thank you," based on the given legislator's current position at the time you send the message. Please write your legislators by following these steps:

1.    To write your member of the U.S. House, log onto the SHRM Advocacy Action Center by clicking HERE

2.    To write your member of the U.S. Senate, log onto the SHRM Advocacy Action Center by clicking HERE

3.    Personalize your message with your own story

4.    Include your home mailing address.


Issue

The NLRB's election case procedures rule, otherwise known as the "quick election" rule, was published on December 22, 2011. The rule intends to shorten the time employers have to respond to representation petitions to as few as 10 days. The quick election rule is scheduled to take effect on April 30, 2012.

Sen. Mike Enzi (R-WY), ranking member of the Senate Health, Education, Labor and Pensions (HELP) Committee, and Rep. Phil Gingrey (R-GA), introduced a joint resolution that, if passed, would nullify the NLRB's quick election rule.  The joint resolutions are based on the Congressional Review Act of 1996 (CRA), which allows the Senate and House to consider a joint resolution of disapproval that features the full force of law to stop a federal agency from implementing a rule or regulation.

Outlook

The joint resolution needs only a simple majority (51 votes) to pass the Senate, not the 60 votes it usually takes to defeat a Senate filibuster. If the resolution passes both the House and Senate and is not vetoed by President Obama, the quick election rule would be repealed.

SHRM Position

SHRM supports the Enzi/Gingrey joint resolution based on the belief that the quick election rule’s reduced timeframe is unnecessary. A recent NLRB annual report revealed that the median time from a representation petition to an election was 38 days in Fiscal Year 2011. This reasonable 38-day average period gives employees ample time to hear both the union and employer perspectives on collective bargaining prior to a representation election.

Should you have any questions regarding the Enzi/Gingrey joint resolution, please contact Michael Layman, SHRM's Government Relations Senior Associate, at michael.layman@shrm.org.

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