37 Burst results for "National Labor Relations"
Fresh update on "national labor relations" discussed on WTOP 24 Hour News
"W T O P. President Trump and Joe Biden continue battling to win over his many voters as possible before election Day. But There is word that many rank and file union members who have historically back Democrats or again still siding with Trump. I spoke more about the current trend on Skype with Politico's trade reporter Megan Casella. So we talked to a number of labor leaders, particularly many in the building trades and among the steel workers, the mine workers that we focused on staying states and found a number of these labor leaders who are on the ground there. Seeing that their members who supported Trump in the past have not wavered at all. But that support is just a strong as ever. The leaders themselves have really spent years, you know, say Saying that Trump has attacked the National Labor Relations Board that he has hurt the right to organize their hindered the right to organize and they're trying to point out different reasons why these workers should really be voting for their livelihood and further jobs and sticking with Joe Biden. But you know, the members themselves are as they were in 2016. They were sticking with jump then, and there's nothing that's changed their minds. These leaders. I really think there's nothing you can do to change. A trump supporters opinion. So what are some of the main reasons why the rank and file are sticking with Trump? There's a number of them so one you know, we heard from some union leaders who said that Trump really resonated with their members from the start with his sort of anti immigrant rhetoric that immigrants are coming to take your jobs and not really has resonated with them and have stuck with them for four or five years. Now that the president's been preaching that we also talk to some among the steel in the mine workers in particular who are worried about Joe Biden's position on climate and on fracking, they're worried that he's anti coal and that from of his policies Might take away their jobs as well. And so, you know, they're also just looking at some of the social issues. Some of them are focused on defending the police that they like, and they're worried that Joe Biden might want to defund the police. They're looking at some of that as well. And even as the union leaders themselves say, we try to stay out of the social aspect. We want folks just to vote on their jobs. They're having some difficulty making that argument as well. Could this proved to be a real edge for the president's in any battleground states? We don't know yet. We know that it looks like some of these unions are really 50, 50 neck and backer sometimes even more so, leaning towards Trump. But what we do know is that in 2016, it really did make a difference that Clinton still one union voters overall but by much less than Obama had in 08 and 16, and that just that gap was enough, possibly to have so long the election in Ah in some swing states, Michigan, Wisconsin and Pennsylvania. And so if that same dynamic holds, and if the's members vote the same way that they did in 2016, it could be enough to really hurt by him in some of those swing states. There's reasons for hope for Biden. A lot of the leaders did say he's definitely a more appealing candidate than Clinton to their members. But it remains to be seen how really the votes are going to shake out and weather. This alone could have a huge influence on how things go in November again, That's politicos trade reporter Megan Casella on Skype. 11 43 here on W GOP Norfolk State University is going to host the second debates between US Senator Mark Warner and his Republican challenger, Daniel gave the Virginian Pilot says This debate will happen on October 3rd at the historically black University. The debate will focus on racial disparities and inequities and education and health care as well as economic mobility and the criminal justice system. 90 minute debate will be invite only closed to the public because of the Corona virus pandemic. The first debate between water and gate is set for tomorrow that will air on NBC, four and NBC Washington dot com. Beginning at 7 P.m.. The third debate is set for October. 13th in Richmond. Stay right here. Sports is up ahead. And.
Fresh "National Labor Relations" from WTOP 24 Hour News
"President Trump and Joe Biden continue battling to win over his many voters as they can before Election Day. But there's word now that many rank and file union members who have historically back Democrats are still siding with Trump. I spoke more about the current trend on Skype with Politico's trade reporter Megan Gasela. We talked to a number of labor leaders, particularly many in the building trades and among the steel workers, the mine workers Okasan Spring states and found a number of these labor leaders who are on the ground there. Seeing that their members who supported Trump in the past have not wavered at all. That that support is just a strong as ever. The leaders themselves have really spent years you know, saying that Trump has attacked the National Labor Relations Board that he has hurt the right to organize their hindered the right to organize and they're trying to point out different reasons why these workers should really be Voting for their livelihood and further jobs and and sticking with Joe Biden. But you know, the members themselves are as they were in 2016. They were sticking with Trump then and there's nothing that's changed their minds. These leaders, I really think there's nothing you can do to change a trump supporters opinion. So what are some of the main reasons why the rank and file are sticking with Trump? There's a number of them so one you know, we heard from some union leaders who said that Trump really resonated with their members from the start with his sort of anti immigrant rhetoric that immigrants are coming To take your jobs and not really has resonated with them and has stuck with, um for four or five years. Now that the president's been preaching that we also talk to some among the steel in the mine workers in particular who are worried about Joe Biden's position on climate and on fracking. They're worried that he's anti coal and that some of his policies might take away their jobs as well. And so, you know, they're also just looking at some of the social issues. Some of them are focused on Defending the police that they like and they're worried that Joe Biden might want to defund the police. They're looking at some of that as well. And even as the union leaders themselves say, we try to stay out of the social aspect. We want folks just to vote on their jobs. They're having some difficulty making that argument as well. Could this proved to be a real edge for the president's in any battleground states? We don't know yet. We know that it looks like some of these unions are really 50 50 neck and backer sometimes even more so leaning towards Trump. But well, we do know is that in 2016, it really did make a difference that Clinton still one union voters overall but by much less than Obama had in 08 and 16, and that just that gap was enough, possibly to have so long the election in Ah in some swing states, Michigan, Wisconsin and Pennsylvania. And so if that same dynamic holds, and if the's members vote the same way that they did in 2016, it could be enough to really hurt by them in some of those swing states. There's reasons for hope for Biden. A lot of the leaders did say he's definitely a more appealing candidate than Clinton to their members. But it remains to be seen. How relate the votes are going to shake out and weather. This alone could have a huge influence on how things go in November again, That's politicos trade reporter Megan Gasela on 2020 on W GOP. Norfolk State University will host the second debate between US Senator Mark Warner. And his Republican challenger, Daniel Gayed,.
Chicago McDonald’s workers file class-action lawsuit alleging COVID-19 failures put employees and customers at risk
"A complaint filed with the national labor relations board is chooses McDonald's of firing a Chicago restaurant worker in retaliation for joining a lawsuit the lawsuit claimed that the hamburger chain failed to protect employees from the corona
New York City to probe Amazon firing of warehouse worker
"York city mayor bill de Blasio's ordering the city's human rights commissioner to investigate Amazon over the firing of a warehouse employee who helped organize a work or walk out if verse Lena so you catch more a group of Amazon warehouse workers in Staten Island walked off their jobs on Monday to demand that the company closed the facility following several confirmed cases of the corona virus among staff later that evening Amazon fired one of the organizing workers Chris Smalls the company says he violated quarantine and safety measures spas and other organizers allege the firing was in retaliation for his activism which the company denies federal law protects workers right to see I can organize in protest of working conditions so New York Attorney General it is James called for an investigation of the firing by the national labor relations board and said her office is also considering all legal options Alina Selyukh
Kickstarter Employees Vote to Unionize in a Big Step for Tech
"The tech world just got disrupted by news from the Brooklyn based crowdfunding platform Kickstarter where this week employees voted to unionize and yes it's cliche at this point to talk about tech and disruption but consider that this vote marks the first time in history that white collar workers of a major well known tech company have made the move to be represented by organized labor the move also comes on a recent wave of union successes in the tech sector including Google and it is the card vice and mother board staff writer Laura or a girly has been following the Kickstarter story and the tech labor beat she joins me now studio to explain what this moment really means Lauren welcome to the studio thank you so much for having me so how does vocal about what's the backstory before the vote yes so a little bit of background on Kickstarter itself it was founded in two thousand nine it's a platform that creators artists can used to you know get funding for a creative ideas they have like gadgets or books or just won the short for the Oscar started as a Kickstarter here love right that's so cool and so it's always sort of positioned itself as I mean it's based in Greenpoint Brooklyn positioned itself as like a progressive out liar to the rest of Silicon Valley and so I think for a long time things were going well that in August of two thousand eighteen the company published decided to publish a comic called always punch **** it was sort of like a history of racism in the United States and Breitbart they're far right far right wing news platform I said that it violated Kickstarter's terms of service my inciting violence and so that point workers of the company were like we want to leave the project up we think it's important not to concede to bright fire and Kickstarter was like we have to take it down there was a whole or is the management layer said this guy to come down right and the employees were like wait a minute this is this is not what we're about we're not about center exactly yeah and so there is this whole controversy controversy eventually management decided to leave it up but at that point Kickstarter workers where you know sort of so disgruntled and upset about the situation that they started thinking about unionizing last year in March they went public with the union campaign with the office professional employee union International Union of P. E. I. U. and up until you know Tuesday they've been working on a campaign management came out you know against the union they said that you know a union framework is inherently adversarial for Kickstarter why do we need a union here you guys are talking please you're paid well that sort of rhetoric but employees really felt that they needed a union to address some of these more ethical and moral issues you know they want to be able to have a say in how their platform is moderated they want you know more of a say in terms of firing hiring Kickstarter actually fired to of the lead organizers of the union campaign that's interesting and they said it had nothing to do with you know their union organizing activity that I had everything to do with job performance but you know it was it was an interesting move for them to make I also reported a few weeks ago last week actually that they hired a law firm a Philly law firm that has done a lot as a sort of union busting like work for other companies facing union drive so that's all you know sort of to me it was sort of suspicious I don't know what they were how they were advising Kickstarter but it Kickstarter clearly did not want a union and now they have one now I can start the vote ended up being forty six to thirty seven so that's that's not really weighted heavily one where other meat significant but it's not a landslide in terms of a wind wind the people who were against the union employees who were that he knew the place were against the union did any of them explain why they would be against the yeah I think people working people are always concerned when the union comes and that it will sort of damage for the relationship between leadership and rank and file workers especially in a smaller place like Kickstarter unions have traditionally you know better a mechanism to fight for better wages bread of bread and butter labor issues wages benefits working conditions like workplace injuries these are things that Kickstarter workers are particularly concerned about their well paid they they're working conditions are you know they aren't dangerous at least and stuff so yeah so that's interesting so they want on the one side people say yeah everything's fine this is not what we need and on the other side is saying we want to be invested in the decision making especially around issues like the one that part upon kick this kick this all off right and this is actually part of a larger dynamic which I'm sure you know about that a white collar workers organizing this massive wave of white collar tech worker organizing that's going on right now that's been sort of unprecedented and you know all the years that Silicon Valley has been a major force over the past two years you've seen workers organizing a lot around a lot of ethical and moral issues political issues like political advertising like contracts with ice military like you know climate change oil and gas contracts at major companies like Google and Microsoft so this is part of that I would say my guess is learn carry girly we're talking about Kickstarter voting to unionize why did the unionization efforts a Kickstarter why would you think they were successful so many a report on this broadly at Kickstarter when they faltered in other places yeah I'm so they I mean there haven't been any him you know major union drives the other top companies so far like there there there may be a low key one going on at Google right now most of the previous you know tack worker or get labor union organizing movements have been for contractors or more precarious workers like fact like cafeteria workers I Google and Facebook with this this is the first like real instance of workers getting really close to unite are succeeding in sorry excuse me eating in unionizing a white collar work force and I think they were successful because they're small companies progressive you know there's only a hundred and fifty S. employees and their only eighty eight or so they're in the this union's bargaining unit only eighty eight or so who are you know eligible to vote so I think it's a lot easier than organizing like thousands of Google workers because of the sort of tight knit community and you know people aren't working across multiple offices little bit smaller and they have like a legacy why are you know very progressive values there so it was easy to get people at least a majority of the people on board never he said a couple times and they have this images of themselves as more progressive in the tech space what kix are done to to earn that yeah that's a good question so in twenty fifteen they re branded or they sort of became a public benefit corporation and they came out they said that you know we're not only interested in making profit we're interested in like the political and ethical impact of our work that's what we really care about they've come out again they've taken political stances on a number of issues like the anti trans bathroom lawn North Carolina so and they generally like if you look at their pop for a lot of their projects are you know about progressive political issues so in that sense they're different they're also in New York there in Brooklyn and their work force is you know they hired I mean I was actually at the union election on Tuesday when our site wasn't election but the the ballot count and you can just tell people are extremely progressive I think it was like oh my god it was one of the most exhilarating things that I've ever witnessed people were like group sitting on in you know in their chairs like gripping the sides of their seats as the votes were being counted like you could hear everyone's breath then like change as like people were going yes no the the unit that analyzed the official is now counting out the gases in the nose and out that at the end it became clear that they were gonna win because they had you know nine more votes in people everyone started crying and sort of screaming and management was also there they look very somber my guess is Lauren power a girly vice staff writer we're talking about the unionization at Kickstarter and in the tech industry at large so what's the next step for Kickstarter United so they will now going to union negotiations contract negotiations allow try to write up a contract that addresses a lot of the issues that they've been hoping to change and that that process can be extremely you know it can take a lot I could take months it could take a year but I think in in the mean time other tech workers will you know sort of how the impetus to also start organizing when they see what happened at Kickstarter you mention I was gonna ask you was brought it out now you mention is what he called it a low level situation a Google what's happening AT Google around Union Station yes so Google higher I mean there's been as I'm sure a lot of people know a lot of organizing going on at Google not union organizing at least publicly by organizing around sexual harassment around the things I mentioned like contracts of the military larger political issues these are these are this organizing around issues like this is protected under the national labor relations act even though it's not union activity at the same time Google has caught on to this they recently hired a anti union consulting firm that is specifically you know trained and specializes in union busting so clearly there's some sort of warranty that workers or work union organizing and you know I think they're sort of whispers that is is going on that Google or I mean not publicly but based on all the activity that's going on that there must be an interest in you know eventually unionizing a lot of times people don't go public with this until that like absolutely have to or want to make like more of a statement to the press when did this this wave start this white collar at the wave the white collar workers thinking about unionizing yeah it started a couple years ago I I some people pointed at with this group of software engineers in San Francisco the latex I don't actually know to pronounce it plain tax workers group of fifteen software engineers who filed a petition to unionize and the small software firm fired all of them and ended up filing a complaint with the analyzed be and ended up getting you know close to a million dollars and lost wages back because you know their their rights to what they're they're right under federal law to organize is violated that was sort of what people say was like the turning lane the point that sort of opened the floodgates and all of this stuff happened but I think you know realistically tech workers have been organizing for years if you look at the timeline and it has been going on since the seventies since the Vietnam War basically so it's just sort of like a like a wave that we're having right now that's extremely you know exciting and like a lot of it it's it's very visible it's very publicized what is the the relationship between the white collar workers in the tech industry and the blue collar workers when it comes to unionization is their relationship is there are the parallel or the intersecting is one having a bigger impact on the other I mean obviously they're related because you know they both work for Fred they work for the same company is a lot of the the the release for gig workers a lot of the engine the that that software that's being engineered by white collar workers is you know being used on gave orders like they have to use the ops in the the platforms and so there is that very close connection there but I think that the workplace issues that these two groups face are pretty different on the one hand for blue collar workers like I mentioned get workers for lifting it over and Amazon warehouse workers are the main concerns our bread and butter like labor issues their wages they're working conditions their benefits like they want just like basic you know labor protections other people have that white collar workers like Google engineers already have you know the average salary of Google's like a hundred twenty five thousand dollars people are organized white collar workers are organizing around those issues like I mentioned they're concerned with moral and ethical issues so I think when workers unionize are launching campaigns those are the the the the reasons why it for doing so are different but there's a lot of room for solidarity between the two groups and there has been you know solidarity movements between the two groups Amazon corporate employees in Seattle have gone and flown out to warehouses in Amazon warehouses in Minnesota where workers are protesting and striking there's a lot of there are a lot of intersections and there are lots of opportunities for the groups to hold each other out then purge a killer I think there's a lot of opportunity for white collar workers who have more leverage to support blue collar workers as someone who reports on this whether companies are part of the tech world should we be looking at for news about organized labor the next year so yes so I've been covering insta car a lot which is one
Hotel Bel-Air unfairly refused to rehire workers after renovation, judge rules
"To to judge judge ordering ordering the the hotel hotel Bel Bel Air Air to to re re hire hire former former union union workers workers who who lost lost their their jobs jobs more more than than a a decade decade ago ago with with the the establishment establishment close close for for a a two two year year renovation renovation many many of of the the workers workers would would go go back to work at the Bel Air do not your local eleven co president Kurt Peterson contends the hotel did not hire the workers back when it re opened because it wanted to keep the union out and an administrative law judge agrees a ruling says the employer offered clearly preposterous reasons for not re hiring union workers it cites overwhelming evidence of discrimination and orders the hotel to give them their jobs back and compensate them for lost earnings and other benefits in excess of seventy five million dollars or more and every year that goes by we're looking at another ten million or more dollars at the hotel these workers for what they've done a hotel spokeswoman tells the LA times they will appeal to the national labor relations board and believe they will be vindicated once the entire legal process is
Chipotle accused of violating U.S. labor law on union organizing
"Federal authorities meanwhile accusing chipotle of violating US labor law national labor relations board says the fast casual Mexican food chain violated the law by allegedly firing a New York employee in retaliation after he tried to organize a union local thirty two BJ of the service employees International Union is trying to organize workers at chipotle and the national labor relations board has filed a complaint support laid must respond by December the twenty
Companies Get OK to Ban Work Email for Use in Union Organizing
"The national labor relations board is rolling back regulations that allow employees to use company email to organize union activity it's a move that Google and other companies have been pushing for for a closer look we're joined live on the case to be answering central news line by Jeffrey Hurst university of North Carolina law professor and former national labor relations board attorney Mr Hurst thanks very much for joining us my pleasure so what exactly will this mean for union organizers out well so it is actually more clickable queue in for he who are working at a given company essentially it says that employees cannot engage in communications that would otherwise be protected by the national labor relations act including a drive to join the union or other sort of support for for collective action and they can't use any sort of computer equipment and lets the employer give them permission to do so so is this is this an expansion of existing rules or merely a clarification how would you describe I would describe as a flip flop this is one of the things that often happens with the and all our E. because it's an agency that the members are appointed by the president when the different administrations occur on certain issues the board will flip back and forth and this is an issue that is this case is fourteen and a bomb aboard at decision and going back to push board approach so then that means the unions you know if if they spent enough time in in union management they should be used to this kind of you know having to shift gears yeah now definitely practitioners and and union activists in this area are well used to the porch shifting back and forth it's sort of a constant complaint although it's it's one of those things where both sides do it when they're in power so what is the best advice then to reader companies or employees around this issue yeah so I mean one thing in general is often times employee side advocates will tell employees that they frankly shouldn't be using employer controlled electronic communication systems anyway because in addition to that sort of LRA issue and there is no guarantee and in fact oftentimes one should assume that employers are monitoring their communications there are some limits to that but it sort of the safest bet is to assume that the employer is aware of what's going on and on IT systems to the extent that employees care about having private communications doing things outside of the employers control is bad that's become frankly easier as we you know most of us have smart phones are either Texas a quick minute we can use our skin a cell plan or other things like that so that in general sort of advice on the flip side for employers rate in players do you have some legitimate concerns controlling use of their systems for instance preventing discrimination or confidential information things like that so but for them it's a bit of a balance between through legitimate interest they have in controlling those systems with being overly restrictive of employees use of them right you can as we've seen in Google for instance you might generate a backlash if you go too far yeah you you think the unions would want to use pre people's personal emails and their cellphones which like you said is is easier these days no that's exactly right and frankly and I think although it's hard to get it to get an exact beat on it you know studies is that suggested frankly face to face communications are probably ideal the problem for unions is that because a whole host of other cases at their ability to access a work site is extremely limited so frequently particularly in the early stages of a campaign using electronic communications may be their best entry way sort of once again a foot hold it gets easier to use the sort of alternate alternative resources eight you know moreover even outside of the union contacts employees will frequently you know use the player list server something like that to communicate about things that that might be in their interest even if it falls short of a union drive I think frankly those are the cases where you'll see the most impact you can sort of know what's going on and they can work to work around if you're sort of on unionized employees that may not realize that their potentially in conflict with them Porter computer use policy or something like that quick final question for this case focused on email but there's other stuff you can use on a computer network does the employer have control over that as well the mere fact that you're using the wifi or the wired network yeah that's a great question actually because the earlier cases by the NLRB had only focused on email this one although it doesn't get into a lot of detail does seem suggestive language Hey Mike to all computer type equipment so my my interpretation of it is right all those things that you mentioned as long as it's in you know the employer's property so if they may pours blunt providing a wifi connection control use of it appreciate your time this way Jeffrey Hirsch a university of North Carolina law professor former national labor relations
McDonald’s Notches Big Victory in Labor Board Ruling
"National labor relations board ruling in favor of McDonald's in a case filed by twenty workers who wanted to unionize the NLRB says it supports a settlement that will require franchisees of the fast food giant to pay more than a hundred seventy one thousand dollars to the workers they wanted a ruling that would consider McDonald's a joint employer with its franchise holders McDonald's for its part argued it does not directly employ the workers since about ninety five percent of its fourteen thousand US locations are owned by franchisees and the NLRB Rick
U.S. labor board approves McDonald's bid to settle case by franchise workers
"The national labor relations board ruled in McDonald's favor in a long running case filed by twenty workers were fired or face retaliation for trying to unionize the board said it favors a settlement requiring the Donald franchisees to pay nearly a hundred and seventy two thousand dollars to the affected workers the workers want to McDonald's to be considered a joint employer
U.S. labor board approves McDonald's bid to settle case by franchise workers
"The national labor relations board has ruled in McDonald's favor in a long running case filed by twenty workers who were fired of faced retaliation for trying to unionize the board said that it favors a settlement that will require McDonald's franchisees to pay almost a hundred seventy two thousand dollars to the
Google is under investigation over ‘unfair labor practices’ by the Labor Board
"Federal regulators are investigating Google over the tech giant's labor practices the national labor relations board confirm Monday it's looking into whether Google broke labor law when a recently fired for employees Google says a former not fired for taking steps to organize workers labor work will also investigate whether Google discourage employees from an engaging in union
Fired Google employees will charge the company with ‘unfair labor practices’
"For workers fired from Google last week applied to file a federal labor complaints alleging the company unfairly retaliated against them for organizing workers around social causes the four former employees say that they're prepared file unfair labor practice charges with the national labor relations board this week company officials wrote in a memo that four workers were fired for sharing information that was not connected to their jobs but the four workers claim Google's actually terminating him for organizing employees around issues such as contractor benefits and opposing some government
"national labor relations" Discussed on 850 WFTL
"The national labor relations now thing that also came down on him the fact that he's promoting that there's going to have to be a middle class tax cut that healthcare is in free that leaves him extremely vulnerable so you have the union yet the federal labor of labor relations complaint against his campaign for firing people for willing to unionize you can make him as the ultimate socialist Democrat just because of that and and then Medicare for all were just over the weekend all these people are ridiculous you're going to have to pay for it well if he's out there at eight remember at a profit in a primary debate this technically what you know these are the end and he's out there promoting the middle class has to pay more taxes that is not going to go well right with a liberal audience now let me ask this question let me liberals be watching or or we'll be all looking conservatives again well I I I think that's a fair point because it goes back to Maureen Dowd's point about if there's any negative during twenty sixteen if there was any negative news on Hillary our liberal friends would just draw the blinds and and turn the TV is all I think when you look at the activist that is the Liberal Democrats today and that includes all of them maybe except by they don't want they don't want to see that so they're looking away they don't want to see the gaps they don't see anything else let's just wait until we find whoever the nominee is right and will focus on beating trump at that point eight six six ninety redeye.
Longshoremen union local's president charged in NY with bribery
"Supposed to be looking out for his members the president of international longshoremen's association local nineteen sixty four Glenn blinked is his name he was charged yesterday with demanding bribes from an unnamed company in exchange for not filing complaints against them with the national labor relations board basically he said you got to pay me or other otherwise I'm going to have a union guys file complaints against you the fifty seven year old black formally charged in Manhattan federal court with honest services fraud and violation of the Taft Hartley act he's out on bond due back in court in August he faces up to twenty five years if
Uber Drivers Are Contractors, Not Employees, Labor Board Says
"Hailing company, Uber one big at the National Labor Relations board this week. The board has decided that Uber drivers are contractors not employees, but it's KCRW Amish artsy report that doesn't necessarily have an impact on state regulation here in California drivers are pushing for better pay and working conditions from Uber and its main ride hailing rival lift a memo released by the national labor board general counsel an appointee of President Trump deals a blow to their effort. The memo says Uber drivers and other gig. Economy workers are contractors. That means they can't unionize under federal law or report workplace abuses to the labor board a memo, this is not something workers can appeal, but it also doesn't have much impact on state lawmakers passing. Heightened regulations and labour organizing will likely. Continue at the local level,
Uber drivers are contractors, not employees, U.S. labor agency says
"Just got a lot harder for gig workers. Like, Uber drivers to unionize KCBS reporter, Holly Kwon tells us the National Labor Relations board has decided those workers are not employees. So they're not protected under federal labor law. This is the second Trump administration agency to take this position. The Labor Department said something similar not long ago. William gold is Stanford America's law professor and former chair of the NFL RV. Contractor you have virtually nothing you have no ability to we'll get into a union is in this case, you have no ability to have a minimum wage of restriction on overtime the right to work for workers compensation. The right to be protected against discrimination all protections provided under federal law, which is why university of Illinois labor relations. Professor Michael ROY says gig workers need to press their case at the state and local level. But he admits it's a win for Uber. They have to realize that they have a long term fight on their hands with Uber drivers. And interestingly, this particular ruling does not come out of San Francisco. It comes out of three be regional offices, Saint Louis, Chicago, and Brooklyn, and what that signifies to me is that drivers are organized, and they are impatient across the country. It's it's not just a west coast
Uber drivers are contractors, not employees, U.S. labor agency says
"Meeting. Just got a lot harder for gig workers such as Uber drivers to unionize as KCBS reporter, Holly explains and the National Labor Relations board has decided that those workers are not employee's. So they are not protected. Under federal labor law. This is the second Trump administration agency to take this position. The Labor Department said something similar not long ago. William Gould is a Stanford America's law professor and former chair of the NFL RV independent contractor, you have virtually nothing you have no ability to we'll get into a union as in this case, you have no ability to have a minimum wage of restrictions on overtime the right to work co workers compensation in the right to be protected against discrimination all protections provided under federal law, which is why university of Illinois labor relations. Professor Michael ROY says gig workers need to press their case at the state and local level. But he admits it's a win for Uber to have to realize that they have a long term fight on their hands with Uber drivers. And interestingly, this particular ruling does not come out of San Francisco. It comes out of three be regional offices Saint Louis Chicago. Ago and Brooklyn, and what that signifies to me is that drivers are organized, and they are impatient across the country. It's it's not just a west coast
Amazon accused of firing warehouse worker who criticized "robot"-like treatment
"For me from the business insider, a former Amazon warehouse workers filed a complaint against the tech giant's saying he was fired as retaliation for speaking out about it's working conditions child. Long was recently dismissed from Amazon Staten Island warehouse or from. Film at center is there known Amazon and follows his appearance of protests against Amazon's H Q, two plans in New York on Wednesday, New York labor union, the retail wholesale and department store union filed a complaint lungs behalf with the National Labor Relations board claiming the retailer has violated federal law recently Amazon fire me after I spoke out about bad working conditions at their Staten Island fulfillment center, along with some of my co workers. My getting fired is a clear act of retaliation by Amazon long. Send a statement sent to business insider and Amazon spokeswoman told Bloomberg that longs allegations of unfair dismissal or false. His employment was terminated for violating a serious safety policy. She said in a statement long said Amazon's version of events is bogus along with part of the high profile push towards worker unionization and has been a vocal critic of Amazon's working conditions. They talked to you like, you're nothing. They care about is their numbers. He told Bloomberg in December when he another workers joined a protest against Amazon's New York HQ to expansion during a protest a statement from long condemning. Amazon's working conditions was read out by another participant. I'm filing charges of unfair labor practices because it's unfair and wrong. The Amazon fire me for speaking out and organizing at my workplace to continue to support Amazon's workers in New York City's they fight to improve their workplaces their jobs in their lives. It's a fight. They can and should win. He said, okay. I'll stop you there. So the the this is always surprising to me. I worked for a company York for a company. I worked for individual radio stations. If I wanted my show today started calling out some radio station by name or some Boston radio station or our company at our flagship in San Antonio, so on if I did that does the company have the right to get rid of me for speaking out against it. I'd say yes absolutely one hundred percent if you came on the air tomorrow instead I hate working with joepags. I hate the Joe pags show as great as you are on the radio, you'd be gone. I mean, why would you be on the show, right? If you hate Amazon, and you hate the work conditions. Why do you work there? To me this story this story stinks. Why did you look at me like that? So you are saying that about the show. No, I'm not saying that about the show, of course now. So this is about a guy being a leftist a guy who agrees with that. There should not have been more Amazon in New York, which would have employed tons of people to the tune of billions and billions of dollars. They wanna organiz which means they want more labor, work labor unions labor rules. This is a big far leftist push. But it sorry. You go and protest the company for which you work that company has the right to fire. You that's my belief. Oh, you agree company could fire your ass. Yes. Okay.
"national labor relations" Discussed on NewsRadio 1020 KDKA
"February. That means a couple of things that means that fat Tuesday's just around the corner means that ash Wednesdays just around the corner that means that fish fries are just around the corner. But right now, we're gonna talk politics, but not the politics. You might think we're gonna talk about. I know a lot of people watched watch Michael Cohen yesterday watched his testimony people had strong feelings one way or the other. My question today. However, is is that something you should talk about when you go to the office today. Politics in the office is our subject Bethany Salvatore who is a labor and employment attorney with cozinne and o'conner joins us. Hi bethany. Hi, good morning. How are you? So I thought that Michael Cohen story was the perfect kickoff for this. Because everyone watch. Some part of it yesterday or talked about it yesterday. And then you go to work today. Is it something you should even bring up at work? Well, that's a great question and contrary to popular belief employers actually, have lied discretion. When it comes to limiting put a political expression political dialogue in the workplace. You know, everyone thinks and points to the first amendment, which guarantees freedom of speech now the first amendment generally applies only to government censorship of speech. The constitution allows private companies to regulate speech, and quite frankly, even bar political discussions entirely, a company on employer, so desires. There certainly are some caveats public employees that have a little bit more protection about free speech in the workplace, also, local and state laws that apply. But oftentimes, my clients are very surprised when I tell them that the first amendment freedom of speech is actually not applicable and private workplace environment. Wait a minute. So the to my employer could send out an Email or make an announcement in a staff meeting that political discussions will not be allowed in the workplace and they'd be fine. They'd be within their legal rights. That's exactly right. And that's and there are some nuances that I'd love to discuss with you, generally speaking, you you hit the nail on the head. That's exactly right. All right. Bring on the nuances. Sure. So there are a couple of issues that are at play. First and foremost is the National Labor Relations act. That's a federal law and section seven of the National Labor Relations act apply not only to unionized employers, but also non unionized employers, which is surprising to many people in the private sector under section seven of the National Labor Relations act, but we call concerted protected activities in the labor number lemon space. Those activities are protected, so if employees are engaging in dialogue related to labor issues work in conditions. Those kind of issues an employer is prohibited from banning such conduct really interesting and the when we're talking about politics in the workplace because we know what crosses the line from. Are. We talking about terms and conditions of employment into a political space. You know, one one topic? By way, of example, is immigration in the workplace. We're talking at the water cooler about immigration issues and candidates than what there are on immigration in the workplace, there is protected concerted activity. You know, most people would say probably not, but the National Labor Relations board, actually, we didn't on this issue and said, well, you know, immigration can fact terms and conditions of individuals employment because certain questions unemployment applications may locate immigration issue, right? The National Labor Relations board has taken a very broad approach. Another law that I'm thinking of off the top of my head is titled seven of the Civil Rights Act, which is a really important law. That's been around since nineteen sixty four and not law protects individuals from discrimination based upon religion based upon sex now so Oregon discrimination race. You know, and oftentimes again politics bleed into those kinds of issues. So employers are really needing to be on their toes. When employees are discussing political issues will workplace if they choose to allow employees to do. So because certainly there are women minorities algae, BT Q individuals imigrants that that may feel that they are being either discriminated against or targeted because of the political discussion. So this is a really tricky tricky topic. It really is. And I thank you so much for that perspective that inside bottom line is. I've always said, you shouldn't talk politics abortion or religion at work. And I think I pretty much still stand by that. Thanks so much for your input today. Bethany Salvator was a pleasure. You're listening to Katie k ten twenty to.
Tribune Media Pulls Stations From Charter’s Spectrum Service
"We cannot restrict workers. Ability to speak out about things that are happening politically or things that may reflect poorly on the company initiative was withdrawn, but SEI you and United Healthcare workers. West spokesman, Sean wurley says Kaiser has refused to bargain since March of two thousand eighteen agreement covering these eighty five thousand workers in seven states, which is tricked of Columbia expired September thirtieth the National Labor Relations board has agreed to hear the unions grievances. And March in a statement Kaiser says the splitting of the company's coalition of unions is what delayed negotiations as for the board hearing. It says it's confident the NLRB will find it acted lawfully in good faith with its unions. Karen Adams, Canucks, ten seventy NewsRadio. President Trump met with democratic leaders today their first face-to-face meetings since the partial government shutdown began twelve days ago, presumptive incoming house speaker Nancy Pelosi is blaming Republicans are question to the president. And to the Republicans is why don't you accept what you have already done. To open up government and that enables us to have thirty days to negotiate for border security. She says Democrats will not give in to President Trump's demand for five billion dollars for a border wall. Incoming house minority leader Kevin McCarthy, a Bakersfield says they need cooperation from the other side of the aisle disappointed with I would say some on the other side. They wouldn't
"national labor relations" Discussed on Listen Money Matters
"Is that and I'm not a lawyer. So check local laws, and what have you? But in terms of federal law. You cannot actually prevent employees from discussing their salary peer to peer now. A manager like your boss can't go like. Oh, yeah. And here's what Sally got paid to. That's that is legal if you were to go asking, fellow employees. What what did you get paid? I want to make sure this system is fair, etc. What was your what determine how do they determine your bonus? All of those things those questions are considered to be part of what would eventually lead to collective bargaining. So they're they're protected by the National Labor Relations act of nineteen thirty five big fancy act of the basically kind of allowed you news Asian to happen. Those are protected conversations about the workplace environment. So they can't fire you in every couple of years. There's an example of somebody who gets fired then they file a complaint with the National Labor Relations board. It takes two. Three years for it to draw out. The most recent example, happened in in Texas, and like an architecture firm woman got fired for starting these conversations and the the company the National Labor Relations board ended up ruling that the company had to pay her back for the two years of salary that she would've earned had she not been fired and had offer her her job back. She declined the second part, but she took money. So the thing to be careful of is. There are a bunch of different technical definitions of who's an employee versus a manager versus independent contractor, and what have you? But if you're a pure employees like you were in your first job that setting that culture of fear is actually kind of the opposite of what the law actually pushes for which is that employee to employee person to person that's a protected form of collective bargaining. So in the worst case scenario, you just find out how much money the person next you is making and the best case you get a sue your company and make like shit ton more because they were Astles. Yeah. Yeah. Generally. Sounds like a win win one or the other. It cannot. There's no middle ground. You'll find that a lot of them will settle. But the the sad thing is that the majority in the majority of instances where a company is pushing for okay? This is the secret number, you cannot share this, number, etc. Or were companies out outright firing somebody for kind of that offense. It's either not it's never taken that level of suing the company, etc. Because it's not because the employee doesn't know right or I mean employers are really savvy sometimes, and it's the interesting thing about at will employment is that there's the reason we fired you for. And then there's the reason we fired you for right, right? And so you can then suddenly find yourself on a performance improvement plan. And then you don't meet up those things in your fired for performance. So it gets it gets murky whether or not you want to. How hard you wanna push is up to you. Which is again, why I actually started pushing from, hey leaders. Hey, actual managers and organization leaders HR departments. This is something we need to talk about now. Hey, every employee just start Joe for work with a placard on it with your salary tomorrow and everything will be fine. Well, I mean, that's the thing. If you're going after leaders that feels like it would be a lot slower than like anyone listening right now could just walk into their office tomorrow or today, depending on what time you're going into work and go, you know, what? Now, I'm going to be transparent or I want other people to be transparent, and so they could possibly lead the charge. And I'm and I'm wondering if you have any like sort of advice, or or deterrent or something to say like, here's how it should be done. And here's why it would be beneficial to either not do that or do that. Yes. So a couple of thoughts here. One is. I think we need to think about transparency as a continuum not a binary thing. So. Oh, it's not like secrecy is no one knows transparencies. Everyone knows that's final stage in a number of steps that we can take the first is like in the.
"national labor relations" Discussed on Bloomberg Radio New York
"In the article over forty seven offices worldwide participated in the walkout demanding several key changes, including future transparency potentially an end to forced arbitration Google CEO, Dr Pietsch, I just responded at the New York Times deal book event. Obviously, it's been a difficult time this anger and frustration within the company, we all feel it. Know, I feel it too. Gooby set a very very high bar and be clearly didn't live up to our expectations. And which is why we felt it was important experts are support for the employee's today. Here to discuss his Bloomberg's Josh Idelson and pipeline equity CEO Khadka, ROY. I want to start out with you soon. Dr actually seems to be very supportive of the walkout and a statement. He's expressing sincere remorse. I mean, how would you judge the overall response of Google as a corporation to this? So I think it's great that he's supportive of the walkout today. And then what will be important is the accountability and transparency going forward. So the response to the five requests that Google walkout. Organizers actually actually requested as part of their demonstration today. And Josh one of the top demands. At the protesters are asking for is an end to force arbitration critics say this allows companies to basically hide the wrongdoing and silence. The sexual harassment. Now, the tech giants have been called to end this before do you think anything could change this time? We'll certainly we're seeing a wave of attention on four-star patrician. This is an issue that the National Labor Relations board tried to address and got beaten down by the supreme court the issue, according to critics is that when people as a condition of employment are forced to give up the chance to bring their claims in open court, it hurts their ability to get a fair hearing. And it also hurts their ability to bring public scrutiny on these issues. It's something that we've seen the attorney general's of all states speak up about together. Something that rarely happens something that the media has paid attention to. And so yes, the companies now though, they have the discretion to include these agreements are facing more public pushback when they choose to particularly as it relates to harassment and discrimination issues, and it's really amazing to see the images and video come out of these crowds all around the world, and they do have a very distinct outline of what they're ask. Asking for what do you make of their actual demands? And the realistic Ness of the companies actually agreed to this. Well, they range. Oh, sorry. Go ahead. And so it is realistic choice that the decision is not whether or not they will. You can implement this. It's whether or not you choose to. So as Josh stated earlier this year for the for it was the first time in ten years that all fifty states attorneys general actually came together and ask congress to change to remove sexual harassment from binding arbitration agreements, we know that that does ban people from basically having voice, we know that pay equity and opportunity is actually possible. That's what pipeline does. So we know that the demands they can't actually meet those demands and Josh tech companies like to promote themselves as ethical socially progressive. If Google does make these slew of changes, do you think other companies will follow suit? I think we've seen already win one company moves there's pressure on others to we saw this dynamic, for example, with Facebook and Google on the question of protecting employees retaliation in may, I protests, and these companies are dealing with a wave of vocal and activist. Employees while they have virtually all non union engineers, we've seen increasingly workers banding together in the kind of activism that new deal labor laws in the US are supposed to protect taking collective action together to address workplace issues and social media has provided an additional outlet for people to get attention from other employees, and from the broader public to what they're doing and how the companies respond. Right. And we did see Google decided not to renew a contract with the Pentagon based on the employee protests. And I want to get to what your company does. Which is uses a I to prove equity in the workplace. Have you spoken with Google about using your technology? And if not what should they be doing? Yeah. Not yet. We haven't spoken to them. But what what what they should be doing is what what pipeline does is provide a clear path and a shared understanding of how to actually get to equity. And if you think about it every time you make a decision and a hiring decision a promotion decision. You actually have the opportunity to either move toward equity or not and in the second request that the Google organizers. Demanded of the company was not only pay equity. It was actually oportunity equity because we know that pay is actually the symptom the disease is truly opportunity and how we ensure that every time you're making a promotion decision or performance decision. You're actually making sure that it's equitable. Well, Bloomberg's Josh Idelson CEO Kataoka, ROY. Thank you for joining. Thank you. Now sticking with the workplace in tech Amazon officially as the minimum wage for US employees to fifteen dollars an hour on Thursday after announcing the increase last month. And while the company is touting the pay raise across all operations in hourly positions. It turns out not everyone is eligible, according to Bloomberg the minimum wage does not apply to Amazon flex workers who deliver packages using their own cars because they were contractors, and though the company advertisers in advertises an hourly rate of eighteen to twenty five dollars for these drivers interview suggest actual earnings could be closer to five to eleven dollars here to discuss his Bloomberg's technologies alleviate Zeleski now Olivia Amazon had agreed to raise the minimum wage across the board. How are they justifying the discrepancy with the flex workers? Well, first let me just describe what a flex what the flex workforce does. And who these people are? So it's an independent contractor program within Amazon, and it works a lot like Uber. Or post face or door dash which people use their own cars to drive and they're promised about eighteen to twenty five dollars an hour. But what we found in our research is that and we also used report from research firm Bernstein is that people are actually taking home closer to five dollars or eleven dollars depending on how they factor in their expenses is far dollars an hour. After.
"national labor relations" Discussed on Workplace Perspective
"Give up that. Right. That is protected under the NFL RA. Right. And I think what a lot of people don't understand. So a lot of people think National Labor Relations act or all of that is just union. It's just for union people. But it's not because the way that it's phrased it's not just a bargain, collectively, but to also engage in other concerted activity, and that sort of, you know, for the purpose of collecting Bart, but mutual aid and protection. Yes. So to get formal with the statute, but that means for other things like banding tha. Together to fight whatever workplace issue, it might be whether it's wage hours. Whether it's a safety issue, whether it's anything like that. Then. And there have even been cases where just employees getting on a complaining on Facebook and other employees commenting that was considered concerted activity. Is a lot broader than just the right to unionize. Right. And I think so it's interesting probably more interesting to attorneys in the average person. But I think that the interesting thing is that the National Labor Relations board expanded as you know, a lot of things under the Obama era because things like that did become concerted activity all of this Facebook, stuff and the social media. And now, this is this is probably one of the more significant changes since the new administration has come in. Because they're starting to walk back a lot of those bomb era protections and those are some of them because we do handbook. So we're always looking to see what's considered to be concerted activity or protecting it or not. So this. This goes one step. This goes one step farther in really, narrowing down the scope of the National Labor Relations does and and the employee side in that case, we're arguing that you know, if you have there are small claims, employee's one employee might only have damages of. Maybe fifty dollars. But if you take a big company and collectively there are thousands of employees. You know, an attorney might not take a case for the fifty dollars. But for the collective the the similarly situated, employees ease. There is an incentive for an employee for an attorney to take the case and to try to right wrongs that might not otherwise be corrected. That's the one of the toughest things about being employment. Attorney that I found was this idea that you would get to a certain point you get an intake call and you'd listen to the facts, you you'd make decision you could say, yes, I see that there's something there. But then you also have to look at that business side of it. It's the worst decision. It's just not the worst decision. But it's a terrible position to be an I felt like because you telling someone you have something. But from a business perspective, it's not worth it for me to take that case. Absolutely. And I think that's one of the really one of the huge problems with because it's telling the employees, right? That the you can't collectively bind together to litigate. This. You have to do it individually. Yes. It takes the right away from doing it in any form. Not it's not just forcing you into arbitration. It's forcing you into arbitration alone. Right. Where you have to wear the you have to try to get someone to take your case, and it becomes quite expensive. So that's that's one of the the the biggest downsides for the employee's. I think the biggest change in that. And why again, I think it's important to know that that when you go to sign those I don't think a lot of people realize that what you're giving away your constitutional right to a jury trial. Absolutely. And it's an important thing to really consider into really think about and I'm not sure that that gets either people don't realize it because look in a consumer context you want the cellphone..
"national labor relations" Discussed on Call Your Girlfriend
"Thank you so much for being on the podcast today. Thanks so much for having me. I want to start with just kind of like getting on the same page definition wise when you use the term domestic work, what are we talking about and who are we talking about? We're basically talking about anybody who works in someone else's home doing cleaning or caregiving. So that's housecleaners. It's nannies, it's homecare workers who take care of the elderly or support people with disabilities that whole workforce that does the work that makes everything else possible making it possible for us to go out into the world and do what we do every day, but is hidden behind the closed doors of our private homes. And it's a more than ninety percent. Women disproportionately women of color black and immigrant women, and it's the fastest growing occupation and our entire economy. In fact. Home care workers who take care of the elderly in the private home are these single fastest growing occupation in our entire workforce because the need for cares. So great and I have my own like feminist guesses. But why are these professions? So disproportionately women and women of color? Well, I would say that this work of caregiving and cleaning family cared doing the kind of invisible unrecognised work. That makes everything else possible has historically been associated with women really kind of seen as women's work. And then as a profession really associated with women of marginalized, social status, black women under slavery and immigrant women throughout history native women. So as a profession, it's really been racialist in such a way where it's the kind of lease visible most vulnerable women in our economy really occupying this work. Talk about some of the challenges that you faced in organizing workers in domestic professions. Well, what's so interesting is that I mean, if you think about it, you could go into any neighborhood or apartment building and not know which homes are also somebody's workplace, right? There's no registry. There's no list anywhere. It's not like you go around the neighborhood and there's a sign that says somebody works here. Not at all right. In a lot of cases. You're really the only person who knows that you work there. If you think about a house cleaner who cleans for ten different houses, does her family even know all the different houses that she works at? I'm not sure right. So there's just a level of invisibility and disaggregation where just workers are everywhere and nowhere at the same time. And then there's this really long history that a lot of people don't know about where when our nation's labor laws were put into place including the really foundational pieces of the National Labor Relations act, which gave workers the right to organize and collectively bargain and the fairly Bor standards act, which established a minimum wage. Those two core pillars of our labor laws explicitly exclude domestic workers and farm workers who at the time these laws were passed were mostly black women black work. Cours and southern members of congress refused to support these labor laws. If domestic workers and farm workers were included. So to this day, a lot of those exclusions remain in our labor law. So a lot of the stuff that you and I take for granted when we go to work every day, domestic workers have never been protected. And so there's just between the isolation and the disaggregation and the invisibility in the this, like historic and repeated structural exclusion from actual protections. It just makes for a really interesting organizing challenge for sure. God, yeah, and it's something that I've been thinking about as I think there continues to be a growing conversation about what are sometimes called ten ninety nine workers or temp workers, or you know, people who work doing the service end of a lot of like really profitable startup companies, right? And what's really interesting to me is like watching sometimes how those things are framed as like new trend. And then I think about this work that you're doing in the history that you describe and it's like actually like maybe the demo or like the type of framing has changed, but this is not like, oh, we're suddenly in new era of people who are not enjoying what we what we like to think are fundamental labour protection, right? No, it's it's such a good observation. We call domestic workers, the original gig economy workers for this vary reassess..
"national labor relations" Discussed on KTOK
"Pennsylvania North Carolina to Montana. This is American radio journal on this edition in Washington. Democrats toed the party line, but Republicans frequently cave in how well does such appeasement work. They'll Kerpen of American commitment is here with the answer. It has been a rough week for former associates of President Donald Trump Andy Ross of the club for growth has the real story of the impact on the upcoming midterm elections could end Obama appointee be reappointed to another term on the influential National Labor Relations board. Eric bay of reason magazine talks with trae Novak's from the competitive Enterprise Institute. And President Trump pulled the security clearance of a former CIA director on his American radio journal commentary, Colin Hannah of let freedom ring USA asked does the former director still have a need to know. I'm Lohman Henry and welcome to American radio journal, President Trump and Chuck Schumer are working on a deal that could keep an Obama appointee on the National Labor Relations board. Eric beim of reason magazine gets details from trae Novak's of the competitive Enterprise Institute, Eric seems like everybody in Washington DC this week is talking about Michael Cohen and Paul Manafort, but we're going to talk about Mark Pearson. Name you probably haven't heard much about but one that you should know about Mark Pierce is a member of the National Labor Relations board his term expires next week. But it looks like President Donald Trump and Democratic Senate leader Chuck Schumer could be close to striking a deal that will keep the Obama appointee on the NFL RB for another five years. Hi, folks, I'm Eric name with reason magazine, thanks for joining us on this edition of American radio journal,.
NLRB to publish joint-employer rule change tomorrow
"Board the NFL are beef those in the know made it official today. It's going to roll an Obama era rule that made union organizing a little bit easier. It's called the joint employer rule and let workers at franchises and temp agencies and subcontractors bring the big companies at the top of their supply chains into their labor disputes. So you might have seen a big fast food chain be accused of blocking worker rights at one of its franchise. For instance, now, though, the NLRB has changed its mind publishing a new joint employer rule that's more favorable to those big parent companies and the smaller companies that work for him. Marketplace's Mitchell Hartman reports the NLRB's proposed new rule would limit a big company at the top of the food chain from being held responsible for labor problems or having to bargain with union organizers at a franchisor staffing agency employers are reading a sigh of relief, Stephen softness that law firm Ballard Spahr represents employers in disputes over subcontracted workers many. Employers use labor suppliers to provide excess manpower at times of high demand. He says it raises the employer's liability if they're on the line for labor suppliers violations. Rick heating at the small business and entrepreneurship council says the current Obama era rule has suppressed startup activity. How many big businesses, for example, that franchise are going to continue franchising where they can get dragged into all sorts of labor disputes liberals and organized labor back. The more expansive joint employer rule. They point out this kind of arms length employment is on the rise and often comes with low wages and benefits. Kathy ruckus houses with the national employment law project, it's going to be much easier for companies to hide behind their subcontractors their staffing and temp agencies. And they're gonna be able to say, it's not my problem. She says those labor contractors often don't have the capital or legal coverage to d. Deal with demands for better, pay and working conditions. There's now a sixty day public comment
"national labor relations" Discussed on Bloomberg Radio New York
"News twenty four hours a day on air and it ticked up on twitter powered by more than twenty seven hundred journalists and analysts in more than one hundred twenty countries i'm susanna palmer this is bloomberg welcome to bloomberg law i'm june grasso ahead in this hour his supreme court hands of victory to employers in a decision that could limit the rights of tens of millions of workers volcker rule two point oh banks get key changes to the volcker ruled is google monopoly that us regulators should examine and regulatory changes affecting global business a victory for employers at the supreme court in one of the biggest business cases of the term on monday the court ruled that employers can force workers to use individual arbitration instead of allowing them to join together in class action lawsuits the vote was five to four along ideological lines with the conservative justices in the majority the trump administration supported the employers in the case a switch from the obama administration's position joining me is bloomberg news supreme court reporter greg stohr greg tell us about the consolidated cases before the court we've actually three cases they're they're pretty similar they're all our claims where employees when they were hired by the company agreed to send any of their disputes to arbitration and to press of individual claims not as group claims and so the core question for the supreme court is whether those arbitration agreements could be enforced justice neal gorsuch wrote them giardi opinion what was the reasoning there but his reasoning was this nineteen twenty five law that has come up before and several previous supreme court cases it's called the federal arbitration act and that law basically says the courts should treat arbitration agreements like they would treat any other contract and the question and the case was whether a later statute the nineteen thirty five national labor relations act which gives employees a right to in quotes engage in concerted activities whether that essentially supersedes the the federal arbitration act in means that even at the arbitrator agreement says you can't press a group claims you still have a right in the labor laws to president clinton question so what he said was about the language of the federal arbitration act was was clear and the language of nra was less clear that phrase concerted activity i he said basically refers to.
"national labor relations" Discussed on Bloomberg Radio New York
"Welcome to bloomberg law i'm june grosso ahead in this hour visit breen court hands of victory to employers a decision that could limit the rights of tens of millions of workers volcker rule two point oh banks get key changes to the volcker rule is google monopoly that us regulators should examine and regulatory changes of beckton global business a victory for employers at the supreme court in one of the biggest business cases of the term on monday the court ruled that employers can force workers to use individual arbitration instead of allowing them to join together in class action lawsuits the vote was five to four along ideological lines with the conservative justices in the majority the trump administration supported the employers in the case a switch from the obama administration's position joining me is bloomberg news supreme court reporter greg stohr greg tell us about the consolidated cases before the court we've actually three cases they're they're pretty similar they're all wage in our claims where employees when they were hired by the company agreed to send any of their disputes to arbitration and depressive individual claims not as group claims and so the core question for the supreme court is whether those arbitration agreements could be enforced justice neal gorsuch wrote them charity opinion what was the reasoning there for his reasoning was this nineteen twenty five law that has come up before several previous supreme court cases it's called the federal arbitration act and that law basically says the court should treat arbitration agreements like they would treat any other contract and the question and the case was whether a later statute the nineteen thirty five national labor relations act which gives employees a right to.
"national labor relations" Discussed on WGN Radio
"In order to submit them for an election to the national labor relations board one thing readers can do is write letters to the editor expressing their support for the union another thing you can do with subscribe to the paper it's sometimes i'd like to consider it the tight we painted democracy our subscription to the newspaper and if you subscribe to the paper you can you support the work that we do all the best to you and your colleagues and we'll be watching this very closely thanks for having me see mary was new skew of the chicago tribune sees the transportation reporter there but more importantly now one of the spokespeople for the effort to unionize the editor oriel staff at the chicago tribune five forty eight now here the opening bell time traffic again mary vanderbilt standing by in traffic central and traffic sponsored by liberty mutual insurance the edens so far looks pretty good on central near the kennedy watch for an accident there also a pothole on the album kennedy jackson left center lane and that is blocked off and it will be patched later on today crews say the inbound side looks go k the bone eisenhower about thirty four minutes from fifty three twenty two for mannheim some minor delays getting onto the eisenhower off of eight because of roadwork inbound stevenson twenty four from the tristate building from harlem to kenzi inbound ryan slow from roosevelt bishop ford not too bad along with fifty seven and the tollway so far you have enough things to worry about every day insurance shouldn't be one of them you can leave worry behind when liberty stands with you liberty mutual insurance for personalized traffic on demand get the traffix chicago app approved by team hockberg at perl mortgage just search t r.
"national labor relations" Discussed on The Lawfare Podcast
"Sales or the national labor relations board where this occurs exchange commission uh i think is equally clear that they're not willing to say that no not article three federal court is beyond their appellate review because that would take with it for example the dc court of appeals and the question is where between those two propositions is there a clear line that puts you know the court appeals of the armed forces on one side this is the other now at my recollection is that you all really didn't respond directly presser bums eyes argument your briefing all i know came up a bit or argument you have a theory what is your view on on on the right place to draw the line on that spectrum you as you describe it w we did you know we we we i mean the government which went first in this brief in at least you know spent six pages on on the mucus brief and we largely agreed with its analysis so we you know in our reply brief i think we it we had like a sort of a two thirds of the page long footnote or reduce flee agreed with the government on i did it is important to stress what the court doesn't have to decide here i mean i think it's pretty cool earlier regardless of where the line is that what the court of appeals for the armed forces jaws is quintessentially judicial on congress has called it a quarter of record that's not a term congress banned is about and applies to them that orange courts of record on this is adversarial judicial review of criminal convictions that in at least some cases albeit none of mine could include capital sentences on and so i didn't you know the the the line we proposed i think more clearly in the euro arguments is that you know the port could simply hole that when congress you know identifies a particular tribunal as a court of record and there's no reason to them the congress is incorrectly label in that body at least in those cases the supreme court may constitutional exercise appellate reception and in fact i actually think that like that's consistent with this issue 94 supreme court case.
"national labor relations" Discussed on Bloomberg Radio New York
"The man accused of assaulting senator rand paul has been charged with a federal crime more from correspondent johnstone fifty eight year rene boucher has been charged with assaulting a member of congress after he allegedly tackled republican senator rand paul of kentucky while the senator was mowing his lawn wearing headphones back in november that's a felony and could land boucher in jail for up to ten years with a fine up to two hundred fifty thousand dollars if convicted paul separate injured ribs in the attack the us attorney trying the case said boucher saul paul stack brush onto a pile near his property and quote had enough boucher has reportedly signed a plea agreement at admitted the assault but denied politics had anything to do with it john stolnis washington los angeles times journalists have voted for union us for the first time in the papers one hundred thirty six year history the national labor relations board announced the results of a january fourth newsroom vote friday i'm partner now this bloomberg sports update an important win for the next on the road and utah the next two feet the jazz won seventeen to one 115 as they try to keep afloat in the playoff race the next down two and one on their sevengame road trip tim hardaway junior led the next with thirty one points knocking down six of seven 3point attempts in a game the next nearly gave away the next needed this victory after losing eleven of their last fourteen and coming off of bad loss and memphis on wednesday night a brooklyn nuts rally from 16 points down at the barclay centre and defeat the miami heat 101 to ninety five tamari carol led the way for brooklyn with twenty six points which tied a careerhigh high for us lacking on off as an as well as you try to come out of your aggressive use them and defence of government tonight i saw off plays rugged on not seen him which also just the win old so snapped a sevengame losing streak to miami jan gelo russell blade fourteen minutes someone over funding from the field for brooklyn in his first action after missing thirty two games following left knee surgery nba scoreboard toronto over san antonio '86 83 memphis defeated sacramento one of six 88 it was washington over detroit won twenty two to one 12 and phoenix down denver one away to 100.
"national labor relations" Discussed on WJR 760
"In the back correspondent pat piper insurance institute for highway safety says four out of five don't buckle up at all most common excuse it's just a short trip in fact the perception from the survey shows that most believed sitting in the back seat is safe for the being in front and of the one thousand one hundred seventy two sir vade it was adults aged thirty five to fifty four worth a least likely use a seatbelt search and rescue operations are underway for three u s marines who are missing after their osprey aircraft crashed into the sea off the east coast of australia today while trying to land the marine base at camp butler and japan said in a statement that twenty three twentysix personnel aboard the aircraft have been rescued i'm anne cates seven sixty wjr news gene fogel good afternoon assange says no to the united auto workers union workers of the automakers by annan captain mississippi voted overwhelmingly not to join the union uaw harbor says the election was tainted by voter intimidation it has filed a complaint with the national labor relations board a and former fiat chrysler executive has been a raymond is do back in court in detroit next week that story from wjr's ken rogulski sixty one year old your old durden at rochester hills stood mute on charges of income tax evasion and conspiracy to defraud the united states dirt and is accused of siphoning more than a million dollars from the uaw chrysler trading center and you giving you to el rko belly in general holyfield at his wife monica the government claims at dirt and gave credit cards from the training senator the holyfield and i echo belly who use and the by personal luxuries like solidgold monthlong pins of ferrari a swimming pool and.
"national labor relations" Discussed on WLAC
"We now know that workers at had nissan plant in mississippi will not be joining the union over thirty seven hundred employees at the plant voted friday on whether or not to organize under the united auto workers nissan and the uaw said late friday that the workers voted nearly two two one against union representation event was overseen by the us national labor relations board the economy adding more than two hundred thousand new jobs meantime last month sharon reid reports president trump was quick to take the crowd at the two hundred nine thousand new jobs for july is much more than what analysts had been expecting but it is down from the two hundred twenty two thousand jobs created in june the unemployment rate fell a tenth of a percent to four point three percent the lowest jobless rate in sixteen years within minutes of the labor department's report president trump was on twitter writing quote excellent jobs numbers just released and i have only just begun he went on to tweet many job stifling regulations continue to fall movement back to usa health news american women are dying from childbirth at a higher rate than in any other developed country mark mayfield his following now new report says the us has the worst record in the developed world when it comes to women dying of pregnancy related complications report from national public radio and propublica found that american women are three times more likely than canadian women who die from pregnancyrelated causes and six times more likely than scandinavians in great britain the maternal death rate has declined dramatically in the us it rose between the years two thousand to two thousand fourteen freeport didn't find a clear reason for the rise in pregnancy related deaths in the us but contributing factors are that half of all pregnancies in the us are unplanned there are more older pregnant women and there are more csections that's mark mayfield i'm lisa campbell.
"national labor relations" Discussed on KKOB 770 AM
"A middle class family could live on our mickio your rebound 'aggro great hero president donald trump well conducted the highest ever the national labor relations board are trump at the adding people on you were actually probusiness not throw union for a lot of reasons things you're going well and i think most important you know we do doing great job because liberal it could serve argue the trump hasn't done anything that adults that liberals are vet been driven the insanity rage like never before in history and they need it's great room straitjacket rubber room at a hug but mommy and i i think the answer is they know what you and i know that trump is doing everything can by itself you absolutely the nation an end fundamentally changed everything obama didn't egypt you would all by itself and it turns out bill my last comment that swamped the entire ec republican democrat it's all the swamp and that's the problem up against everyone that list is pretty got done everything i love donald trump but you know what the mi people standing in the way to make real progress so great smug report i give an air a aminus but without the repeal of obamacare i fear it could alternative would africa all that really matters is you can't afford to live it your health insurance goes higher than it is now my what for five hundred thousand a month how can a middle class family pay that were difficult to douse their four thousand we're the trouble with that repealing obamacare a real repeal not a fake repeal a real repeal and that that happening on the port by the way no other boarded the repeal no joke that scary part you're dealing with the fake news media so it's it's a combination of all the coveted ploy all the politicians in ohio the media is all a lie gets worn donald trump fighting ornament they you all the long gives the lie to give you very quickly sample the lie sure so a liberal magazine released.
"national labor relations" Discussed on KOA 850 AM
"Know obama's first sixmonth the up jeff country trillion dollars trump's for much get down one hundred billion again that's all the point is it's not opt jobs you obama's for six months we lost three point eight million jobs with trump we gained one million jobs in six months and the us manufacturing index thirty career high the number eight and into laugh your in the last report that came out but first quarter mining is up twenty one percent mining did this up four point seven and construction up five point six oriented trees create real jobs with real read their fulltime jobs parttime that a middle class family could live on our make your rebound agrout great hero president donald trump the guy ever national labor relations board trump getting people on we're actually pro be pro union for a lot of reasons things are going well when i think most important you know we great job because liberal conservative argue the trump hasn't done anything clean liberals are driven a then sanity and rage never before in history and they didn't stray room straitjacket rubber room and a hug from mommy and i i think the answer is no way you and i know that trump is doing everything can buy and sell q absolutely the nation an end to medellin change everything obama bombardier chuck can't do it all by himself editor out bill my last comment to swamped the entire dc for republican democrat it's all the swamp and that's probably you up against everyone pretty attack on everything can i loved donald trump but you know what the mi people standing in a way to make real progress with your great smug report i give a or in a minute but without the repeal of obamacare i fear it could turn into an app could all that really matters is you can't afford to live if your health insurance cook.
"national labor relations" Discussed on Scriptnotes Podcast
"Uh their employees so there must be a legal distinction there but i don't know what it is and i would like to understand thanks well the aim p t p is considered a trade organization and so this is a it's not just a phrase it's a term of law when it comes to collective bargaining specifically they are a multiemployer bargaining unit and federal labor law as has been interpreted by caselaw over time you know because every part of the national labor relations act has been litigated up and down the line the companies are allowed to forming multiemployer bargaining unit to negotiate with a common pool of employees and it doesn't always makes sense but a lot of times it does for instance in sports it makes complete sense uh so if you're aaron judge you play for the yankees you are an employee of the yankees you're not employees of major league baseball your employees the keys you're part of a bargaining unit to major league baseball player association that does not bargain with the anc he's bargains with the major league baseball teams multiemployer bargaining unit similarly in hollywood we do the same thing nick says the ceos of ford gm and chrysler can't negotiate with you a aws group i think could actually the choose not to and it makes sense in part because while the auto industry was once very very centralised it is no longer so hollywood is unique in the sense it's pretty centralized there is this very specific walled off pool of talent just as there is in professional sports which is the only real analogy i think to or cognate to what we have frankly it probably wasn't smart for the auto companies to not former multiemployer bargaining unit way back when the height of the uaw power but yes a long story short they're allowed to do it and they can do it and.