Employers who wish to hire foreign workers in a “specialty occupation” this year should start the process now in order to submit their petitions on April 1, the first day that U.S. Citizenship & Immigration Services (USCIS) will be accepting H-1B visa petitions.
By law, only 20,000 H-1B visas are issued to foreign workers holding a U.S. Master’s degree and 65,000 H-1B visas are issued to individuals of extraordinary ability (those who possess, by education and/or experience, at least the equivalent of a U.S. Bachelor’s Degree). Continue reading
Employers should recognize an employee’s zone of privacy in the workplace. Business owners and managers need to understand that while they have their employees’ attention for much of the workday, there are limits. An employer must recognize how difficult it is to come to work day after day with the same individuals. Employees are often asked to accomplish difficult tasks. Employees are often required to perform these tasks in a very short time period. It only compounds the pressure and stress of everyday work life to have a boss who insists upon knowing every detail of their subordinates’ lives. That is often a warning sign, a red flag, for trouble.
If an employer is intruding upon the subordinate’s life, I often see that as a sign that there is going to be some type of workplace complaint. In fact, there are several laws which caution against such behavior. Continue reading
Rather, employees need only report the suspected abuse or neglect of a nursing home resident to their supervisor, coworker or a resident’s family member ‒ and not to the Ohio Director of Health ‒ in order to state a statutory claim of retaliation.
The Court’s 6-1 decision in Hulsmeyer v. Hospice of Southwest Ohio, Inc. makes it clear that long-term and residential-care facilities in Ohio may face civil liability under Ohio R.C. 3721.24 for discharging, demoting or otherwise retaliating against employees who report suspected abuse or neglect to a supervisor, coworker or a resident’s family member. The Court also clarified how courts should interpret two Ohio statutes, R.C. 3721.22 and R.C. 3721.24, which govern such reporting. Continue reading
On December 12, 2014, the National Labor Relations Board took the long-anticipated step of finalizing its new “ambush election” rules, which will make it easier for unions to organize employers. The driving force behind the new rules is clear: unionization in the private sector is, and has been, steadily declining. Today, only 6.7% of America’s private-sector workforce is unionized, down from rates in excess of 20% in the 1980’s. Looking to turn the tide, organized labor has spent billions in lobbying efforts in recent years, seeking labor-friendly rule-making and legislation. The most recent attempt at pro-union legislation – 2009’s so-called “Employee Free Choice Act” – never passed Congress. Continue reading
There is a growing trend of state laws prohibiting employers from banning firearms on employers’ property. These laws are otherwise known as “parking lot laws.” At the state level, more and more states appear prepared to enact laws that would ban an employers right to prohibit firearms on their property. Some of these laws provide employer’s with immunity from liability if those employees cause harm with those firearms on the property. Other proposed laws provide no such protection from liability. In either case, the extent of an employer’s liability and what they should do to minimize it is not clear. Continue reading
The National Labor Relations Board (“NLRB”) ruled on December 11, 2014, in a 3-2 split, that employees who have been given access to their employer’s e-mail system for work purposes must be allowed to use their work email during nonworking time to engage in communications protected by the National Labor Relations Act (“NLRA”), such as communications regarding union organizing. Employers that maintain any policy restricting that use are now in violation of Section 8(a)(1) of the NLRA. This decision expressly overrules the NLRB’s 2007 Register Guard decision, which had held precisely the opposite—that an outright ban on employee use of work email was lawful so long as it was indiscriminately applied because, among other reasons, the employer has a property right to control the use of its own equipment and property. Through its new decision, in Purple Communications, Inc., 361 N.L.R.B. No. 126, the NLRB has severely constrained that right and made it much easier for employees to engage in union activity at work. Continue reading
President Barack Obama’s new immigration policy contains a number of measures designed to make it easier for U.S. businesses to hire and retain highly skilled foreign-born workers while also permitting those workers to advance their careers.
On Nov. 20, President Obama issued a number of executive actions to revise U.S. immigration policies that he said are important steps to fixing the country’s broken immigration system. Continue reading
The National Labor Relations Board’s general counsel, who is recommending that the Board dramatically alter the joint-employer doctrine, admitted that his proposal may run into “a problem legally” when it comes to franchisor-franchisee arrangements.
But franchisors shouldn’t get too excited. General Counsel Richard F. Griffin said that he thinks there may be a way around it, at least in certain cases. Continue reading
Employers must report to the federal Occupational Safety and Health Administration all work-related deaths within eight hours and all in-patient hospitalizations, amputations and losses of an eye within 24 hours under a newly revised record-keeping requirement that is effective January 1.
The new OSHA rule applies to all covered employers, even if the employer is exempt from maintaining injury and illness records. The agency said the revision was needed to get a better understanding of the scope of work-related injuries in the United States. Under the prior rule, employers were only required to notify OSHA of work-related fatalities and in-patient hospitalizations of three or more employees.
In holding that cultural traditions and life experience can be considered “specialized knowledge” for purposes of obtaining an L-1B intracompany transferee visa, a United States appeals court rejected the proposition that a company must have an “ownership claim” in the worker’s knowledge before it may qualify as “specialized.” Continue reading