Tag Archives for " cue can help "
Smokin’ Hot Headlines For Your Leadership!
Positive Employee Relations: Read All ABout It
Are you taking full advantage of your CUE membership? It’s possible that you are not.
Every Friday, we publish an e-mail newsletter for our members that covers many of the major labor relations news that broke during the week, along with some terrific leadership and best practice tips from a variety of expert resources.
It might not be the Sunday New York Times, but it’s a pretty hefty read in a quick format that can help keep you and your team aware of what’s going on in our field. You can see some examples of the stories we try to share after you listen to a rock classic from Joe Jackson, Live – or on YouTube anyway…
Headlines From Around The CUE e-Mail Box
Union: State Shouldn’t Have Fired Man for Smoking Pot on Job
A lawyer for a labor union urged the Connecticut Supreme Court on Thursday to rule that the firing of a state worker caught smoking marijuana in a state-owned vehicle while on the job was too harsh a punishment.
Gregory Linhoff was fired from his maintenance job at the University of Connecticut Health Center in Farmington in 2012 after a police officer caught him smoking pot. He had no previous disciplinary problems since being hired in 1998 and had received favorable job evaluations, according to his union. He was arrested, but the charges were later dismissed.
What Business Can Learn from Protestors
Plenty, says Stanford Graduate School of Business professor of organizational behavior Sarah A. Soule, whose recent research analyzes where and how new protest tactics emerge. Soule and Dan J. Wang of Columbia Business School say their findings can apply to businesses seeking to foster creativity. Their paper is expected to be published in a forthcoming issue of American Sociological Review.
Soule and Wang analyzed a database of news stories about 23,000 protests as reported in the New York Times between 1960 and 1995. They found that those gatherings that convened multiple organizations representing different interests but pursuing the same goal were likely to innovate by combining protest tactics in new ways. For example, Yale University students in 1977 joined school food-service staff to seek unionization rights for the workers. The effort involved a hunger strike and blockades of food deliveries, a highly unusual combination of a peaceful, symbolic tactic with a highly disruptive one.
6 Signs That You’re Management Material (featuring advice from Friend of CUE Phil Wilson)
Becoming a boss isn’t a career goal for many, but if it is for you, here are the traits you’ll need.
Some people are born leaders, but that doesn’t mean they want to step into management roles at work. Just one-third of employees believe becoming a manager will advance their career, according to a survey by staffing consultants Addison Group. And while millennials have a slightly more positive view of professional leadership roles, just one in five say they would consider leaving a company that didn’t provide an opportunity to be a manager.
We also publish quarterly journals, monthly legal alerts and many other resources available free to members via our CUE member portal.
Get Ready For Ambush Elections
Get Ready For Ambush Elections
NLRB creates it’s own version of EFCA
The Employee Free Choice Act didn’t get passed by Congress in 2009, but it’s coming our way in April courtesy of our friends at the National Labor Relations Board. On April 14, the National Labor Relations Board’s Final Rule governing representation case procedures goes into effect.
The new rule makes major changes in the way representation case elections are handled, significantly shortening the time period of the election, making it easier for unions to win elections. Employer will also be required to provide more detailed information about their employees to the union, including home address, phone numbers and personal e-mail, if available.
If your organization doesn’t have a union, and a goal of remaining that way, you should already be developing or revising response plans. With the advent of these new rules, you can’t afford to assume that you won’t be impacted. Unions have been waiting a long time for these changes, and are poised to take advantage with increased union organizing.
How significant can a rule change be?
The answer is potentially devastating for employers. According to newly published data from the Labor Relations Institute, the union win rate for short elections conducted from 2004-2014 was almost 30 percent higher than those elections conducted in a normal election cycle of 36-42 days. No wonder unions pushed so hard for the rule changes!
Labor unions are backing efforts like the Fight for 15 campaign aimed at organizing restaurants and other so called “low wage workers” like in business sectors like home health care workers, adjunct faculty and hotel service staff. These efforts receive technical and financial support from unions like the Service Employees International Union, which is providing finance and support to the groups. And they are getting an even bigger boost from the National Labor Relations Board.
LABOR UNIONS GET BIG ASSIST FROM THE NLRB
Here are some of the recent Board actions that effectively create an agency version of the old Employee Free Choice Act.
Protected concerted activity – the Board has raised their level of attention on all kinds of protected, concerted activity but have exerted special focus on non-union employees working in industries like Quick serve restaurants where much of the protected concerted activity is occurring right now.
“Quickie elections” – rules are being implemented on April 14th, one day before the latest protests in the Fast Food campaign. These new election rules are designed to shorten the time it takes to hold elections, making it easier for unions to organize employees and win representation elections. This should be very concerning to those experiencing Fight for 15 actions, as it is not a big stretch to imagine that some employers may see filings for elections on April 15th demonstrating at least symbolic progress for the strikers.
Joint employer – the Board is reviewing 13 complaints involving 78 charges against McDonald’sUSA, LLC, McDonald’s USA franchisees, and/or McDonald’s franchisees and their franchisor, McDonald’s USA, LLC as joint employers. The concern here is that under the NLRB ruling, corporate entities are now jointly liable for employment matters along with franchise owners.
Handbooks, Overbroad Confidentiality Policies – illegal to prohibit discussion of wages, many other types of confidential info. NLRB is looking for these kinds of violations, which many franchises make due to lack of training on labor matters.
Micro-unions – in which a small group of employees inside tour business are allowed to form a union without including all employees. Imagine the counter clerks having a union, while the kitchen staff doesn’t.
YOU NEED A RESPONSE PLAN
This is something that is happening right now. You can’t afford to ignore it. You can’t let some other company be the target and hope to avoid it. You can’t appease the protesters. You can’t afford to let your industry be fragmented. You have to prepare.