After the U.S. Equal Employment Opportunity Commission (EEOC) recently announced that it had extended its ACT Mediation pilot program, the EEOC reversed course yesterday and abruptly concluded pilot programs relating to the EEOC’s conciliation and mediation efforts. The ACT Mediation pilot, which launched on July 6, 2020, expanded the categories of charges eligible for mediation, generally allowed for mediation to take place throughout an investigative process (rather than only before the investigation begins as is traditionally the case outside the pilot), and expanded the use of technology to hold virtual mediations.
Read moreIreland: New Code Of Practice Overhauls Workplace Bullying
It's time to review all "Dignity at Work" policies and introduce updated "Anti-Bullying" policies to comply with the recently published "Code of Practice for Employers and Employees on the Prevention and Resolution of Bullying at Work" ("the Code"). The Code repeals the previous Health and Safety Authority (HSA) and Workplace Relations Commission (WRC) Codes of Practice and introduces new procedures for the management of workplace bullying.
EEOC Announces Extension of Act Mediation Pilot
WASHINGTON – The U.S. Equal Employment Opportunity Commission (EEOC), today announced that it was extending the pilot program that expanded opportunities to voluntarily resolve charges through mediation through Sept. 30, 2021.
Read moreHiring Tips for a Multigenerational Workforce: From Baby Boomers to Gen Z
Generational differences influence how people communicate, think and work. There are four active generations in the workforce in 2021, each with unique characteristics and worldviews. For business owners and managers, it's vital to understand the characteristics of each generation, including what motivates them and their communication style, so you can successfully utilize the talents your multigenerational workforce offers to benefit your organization and other employees.
Read moreOntario, Canada: Arbitrator Upholds Mandatory Employee COVID Testing
In Christian Labour Association of Canada v. Caressant Care Nursing & Retirement Homes (D. Randall), a union filed a group grievance on behalf of a number of its members working at an Ontario retirement home to challenge the reasonableness of a policy imposing bi-weekly COVID testing on all staff. In a December 9, 2020 decision, the arbitrator dismissed the grievance on the basis that the policy is reasonable when the privacy intrusion is weighed against the objective of preventing the spread of COVID in the retirement home.
Read moreNew York City Council Passes Legislation Expanding New York City’s Fair Workweek Law
The New York City Council has passed two bills, Int. No. 1415-A and Int. No 1396-A, that, when enacted and effective, will impose significant obligations on covered New York City fast food industry employers.
These bills would expand New York City’s Fair Workweek Law to provide “Just Cause” protection from discharge and significant reductions in hours for fast food employees, require employers to engage in seniority-based reductions and rehiring if staff reductions are due to bona fide economic reasons, and provide for a private right of action. Mayor Bill de Blasio has described the bills as a “big victory for job stability and dignity” and is expected to sign the legislation. These bills would take effect 180 days after becoming law. When enacted, this legislation potentially will pave the way for a great overhaul of the at-will employment system that has long-defined the employer-employee relationship in New York State and New York City.
Read moreThe Importance of Flexibility, Creativity, and Being Prepared!
Recently, I conducted two mediations that revealed the importance of flexibility, creativity and being prepared.
The first one was an alleged wrongful termination case in which the employer was disputing that the alleged employee was even terminated. According to the alleged employer, the alleged employee quit while the employee claimed she was fired.
Read more