New NLRB Guidance on Employee Handbooks:
Complying With New Rules after the Boeing Decision(PL tittle) The NLRB’s guidance and Effective Employee Handbooks: what you need to know
- What is an employer’s obligation to provide a “reasonable accommodation”
- Why should the employee initiate the request for accommodation?
- When requesting a reasonable accommodation what should the process between employer and employee look like?
- What is meant by “effective and reasonable accommodation”?
- What are some of the possible penalties for noncompliance?
- Most recent case law and EEOC regulatory developments regarding telecommuting, reassignment, predictable shifts and leaves of absence as reasonable accommodations
- What specific Employers are covered under this Act and their responsibilities
WhatEmployees are covered under this Act and their responsibilities
- What Leave is Provided to Covered Employees
- Returning to Work, rights, and responsibilities of the employee and Employer
Writing effective Handbooks is one of the most overlooked areas of a company. However, for a while the language found in handbooks could create liability for companies. That seemed to change in December 2017 when the NLRB issued its decision in Boeing. But since then employers have faced significant confusion about how the Board would evaluate workplace policies under the NLRA and how to place workplace rules into the three categories defined in the decision. On June 6, 2018, the general counsel of the NLRB published guidance on how the Boeing standard should be applied, and in doing so gave us tremendous insight
Stuart Silverman has been practicing law for almost 30 years and is the principal of the Law Offices of Stuart M. Silverman, P.A., located in Boca Raton, Florida. The emphasis of his practice is in the area of labor and employment law, and business and commercial litigation. Mr. Silverman has represented both private and public employers, as well as individual employees in a whole host of complex business disputes and employment settings at administrative levels, and state and federal trial and appellate courts. His extensive employment litigation experience includes claims under age, race, sex discrimination, wage and hour claims, whistleblower and retaliation claims, ADA and FMLA claims, public employee’s claims, as well as disputes under employment contracts, non-compete agreements, trade secrets disputes, and partnership breakups.
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