With new members in place, the National Labor Relations Board (NLRB) has been busy reviewing policy. Three of the five members of the NLRB are from the current president’s political party, continuing a trend that has existed in previous presidential terms.
The time certainly has flown by as we close the first year of the current political administration. In June, Astronology® reflected on the first six months on Capitol Hill in 2017.
As compensation professionals we are often asked if there are alternatives to simplify the method by which compensation decisions are made and communicated within an organization.
Recently, a Yelp company employee, “Jane,” was fired after blogging about her CEO. Her blog focused on how the CEO did not provide employees with a living wage, and that after taxes she was making approximately $8.15 per hour.
An employee’s Facebook post and its comments about an organization resulted in the organization firing all employees that participated in the on-line discussion.
Back in August of 2015, The National Labor Relations Board made a refinement in determining joint-employer status. In a 3-2 decision involving Browning-Ferris Industries of California, the NLRB’s revised standard on joint-employer status is designed “to better effectuate the purposes of the Act in the current economic landscape.” In this issue of Astronology®, we discuss this new standard and how it impacts Human Resources.