The board of directors of the National Collegiate Athletic Association (NCAA) has granted the largest college athletic programs in the country with partial autonomy. The move, approved by the board in a 16-2 vote, could allow members of the NCAA's five wealthiest conferences to provide benefits to student-athletes beyond scholarships and increased health care coverage.
Who knew an employee could dress down the owner of the company with profanity (while angrily pushing aside a chair, no less) and get away with it? The National Labor Relations Board - that's who! Last week, on remand from the Ninth Circuit, the NLRB in Plaza Auto Center, Inc., 360 NLRB No. 117 (2014), again found that an employer violated the National Labor Relations Act by terminating an employee for a tirade during which the employee cursed at the owner, called him profanity-laced names, and, within the confines of a small enclosed office, pushed a chair aside to underscore his point.
Union elections are a disruptive time for any company. While employers do have an opportunity to campaign against union certification prior to the union certification votes, many managers and human resources professionals would argue that the entire process is skewed in favor of unions. This is why it was particularly troubling in February 2014 when the National Labor Relations Board (NLRB) signaled its intent to once again consider the expedited elections procedures it previously attempted to enact in 2011.
Has it been more than a year or two since you reviewed and revised your company's employee handbook? If so, now may be a good time to do so. The following are a few policies on which you may want to concentrate in light of recent employment law developments: