Employment Law in Motion
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NLRB Acts Swiftly to Apply New Standards on Union Elections and Bargaining Obligations
As expected, the National Labor Relations Board (NLRB) is swiftly implementing its new standards governing union elections and bargaining orders under the groundbreaking Cemex decision. We discussed Cemex and the new standards in our blog post on Sep...
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White Collar Salaries May Heat up as the Weather Cools Down—Department of Labor Issues Notice of Rulemaking Aimed At Raising Salary Thresholds
On August 30, the Department of Labor issued a proposed rulemaking aimed at extending overtime protections by raising the minimum salary threshold for “white-collar” exemptions to $1,059 per week (or $55,068 per year). White collar salaried employees...
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NLRB Turns Union Representation Process Upside Down, Preferring Card Check Recognition Over Elections: Practical Considerations for the New Rule
WARNING TO ALL PRIVATE NONUNION EMPLOYERS
In a crucial case for nonunion employers, the National Labor Relations Board (NLRB) has upended the rules governing how a workplace becomes unionized. Now, employers can be obligated to bargain based solely o...
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Gap-Filling Pregnant Workers Fairness Act: Proposed Rules Provide Insight to Compliance with Federal Law
Aug 25, 2023
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On August 11, 2023, the Equal Employment Opportunity Commission (the EEOC) proposed regulations
under the Pregnant Workers Fairness Act (PWFA). The PWFA took effect on June 27, 2023, and requires that employers with at least 15 employees make reasona...
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Paid Leave Oregon Benefits Begin September 3; Employees Can Start Applying NOW!
As of today, there has been no announcement of any delay in rolling out Paid Leave Oregon (PLO) so it is currently anticipated that paid leave benefits will begin September 3, 2023, as originally planned. See our prior alert: Employee Paid Leave Bene...
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Supreme Court Rules Website Designer’s Right to Free Expression Outweighs Duty Not to Discriminate in Providing Certain “Expressive” Goods and Services
Digesting the multiple decisions
from the U.S. Supreme Court is going to take time and Miller Nash’s labor & employment team will provide more substantial insight in due course. In the meantime, however, we wanted to provide some initial impressions...
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