Newly released NLRB Operations Management Memorandum 22-03 concerns bargaining obligations under the Department of Labor’s Emergency Temporary Standard to Protect Workers from Coronavirus.
On November 11, 2021, only two days after Arbitrator Von Veh upheld a mandatory vaccination policy in a separate case, Arbitrator Stout struck down such a policy in Electrical Safety Authority and Power Workers’ Union.
The NLRB is soliciting public comments regarding potential revision of its rules and regulations to incorporate permanently the optional use of videoconference technology for all aspects and phases of unfair labor practice and representation case hearings
One of the most effective tools for combating racism in workplaces is to create clear policies and messaging for employees to understand and regularly revisit throughout their employment.
It is becoming increasingly common for employees in the Netherlands to record the smartphone conversations they have with their employers in order to collect evidence, exert some pressure, or for use in court proceedings, including for dismissal.
On November 15, 2021, Puerto Rico Governor Pedro Pierluisi issued Executive Order No. 2021-075, which integrates prior COVID-19-related orders still in effect and, notably, includes vaccine/testing requirements for employers with over 50 employees.
The EEOC has announced the launch of an initiative aimed at ensuring that the use of artificial intelligence (AI) and other technology-driven tools utilized in hiring and other employment decisions complies with anti-discrimination laws.
On Friday, November 12, the U.S. Court of Appeals for the Fifth Circuit issued an order staying enforcement and implementation of the federal Occupational Safety and Health Administration’s (OSHA) COVID-19 “vaccine or test” emergency temporary standard.
The USCIS has entered into a settlement agreement in Shergill v. Mayorkas, which expands opportunities for certain L-2 and H-4 visa holders to maintain work authorization while awaiting USCIS adjudication.
An Ontario arbitrator recently dismissed a union’s policy grievance and upheld a mandatory COVID-19 vaccination policy on the grounds that it was reasonable and did not breach the collective agreement.
