Monday, November 16, 2015

That is SO last week

It’s no secret that employers can gain information about productivity and safety if they monitor employees. They can also catch employees engaged in misconduct. In light of a recent advice memorandum from the National Labor Relations Board, unionized employers might conclude they can begin employee monitoring without bargaining with the union first. Although good news for employers, this advice memorandum does not give employers carte blanche. It dealt with a situation in which the employer already had a private investigator watching employees.  The new monitoring supported a practice already place. Because there was no material change in the terms and conditions of employment, the employer was not required to bargain before installing the GPS monitoring devices.
In other developments: