The acceleration in the 21st century of automation, artificial intelligence and emerging technology in the workplace has required U.S. labor unions to create new playbooks to defend their members’ interests.
The National Labor Relations Board (NLRB) proposed to stop requiring employers to give unions employees’ e-mail addresses and home telephone and personal cellphone numbers during union election campaigns.
Workers may find themselves taking on different tasks during the coronavirus pandemic as business operations slow down or shift. So what does that mean for exempt employees who perform more nonexempt duties to meet changing business needs?
After state lawmakers passed sweeping expansions to the Illinois Human Rights Act (IHRA) in August 2019, employers have been left in the dark as to how the state would interpret and enforce the new requirement forcing employers to report adverse judgments or administrative rulings regarding unlawful discrimination to the Illinois Department of Human Rights (IDHR). This has been particularly frustrating given that the change went into effect on July 1, 2020. Fortunately, the IDHR just issued guidance for these requirements. What do Illinois employers need to know in order be ready to comply with their reporting obligations under the IHRA?
States reported that 1.4 million U.S. workers filed for new unemployment benefits during the week ending July 25, an increase of 12,000 from the previous week. New claims rose last week to 1.4 million as well, marking the first weekly increase after falling for 15 straight weeks.
Especially in today’s environment where many are working remotely and the stress of personal life and running a business is heightened, one-on-one discussions have perhaps never been more important for ensuring that leaders move beyond running the day-to-day and engage with greater foresight and developmental thinking.
