Our colleagues in Latin America prepared a succinct briefing of the most impactful recent employment law changes in Mexico, Brazil, Argentina, Chile, Colombia, Venezuela and Peru. From changes to teleworking rules to greater obligations related to family leave, outsourcing and more, there’s a lot to keep up with.
Click here to access our heat map
Labor unions seem to be having a resurgence after being on the decline for many years. Employers are concerned with this shift, and are wondering what they can do within the bounds of the law to keep a direct relationship with their workforce.
In this Quick Chat video, our Labor & Employment lawyers discuss the
The 2020 presidential race is well underway in the U.S. Labor policy has been and will continue to be a key talking point for Democratic candidates and President Donald Trump moving into the general election.
In part one of this two-part article, we examine the key labor policy proposals advanced by the leading Democratic contenders
In a significant decision for the service provider community, this month the National Labor Relations Board dismissed a claim that an employer was required to provide its employees’ union the service contracts it had with its customer. G4S Security Solutions USA, Inc. 369 NLRB No. 7 (2020). The panel decision was unanimous. Notably, however, the decision left open the possibility that a union could require the production of a service agreement if it could demonstrate the agreement was relevant to bargaining.
Continue Reading Withholding Service Contracts Not Unlawful
Historically employers could not restrict labor organizing activity in employer-owned, publicly accessible spaces. But, last month, in UPMC Presbyterian Hospital, 368 N.L.R.B. No. 2 (2019), the NLRB reversed nearly 40 years of precedent holding that employers violate the National Labor Relations Act (NLRA) if they prohibit nonemployee labor organizers from publicly-accessible spaces.
Post UPMC, employers may adopt and implement neutral policies regulating the use of employer-owned spaces open to the public (such as cafeterias) and may lawfully apply those policies to exclude nonemployee union organizers. Employers with spaces open to the public should consider whether to adopt and enforce a content neutral (nondiscriminatory) bar to nonemployee solicitation or distribution in the publicly accessible spaces on their property.Continue Reading NLRB Rules That Employers May Lawfully Ban Nonemployee Union Activity From Publicly-Accessible Areas
