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.
- The Washington Post covered the EEOC’s increasingly aggressive tactics and employers’ responses.
- President Obama announced support for the Equality Act, legislation aimed at amending Title VII to include LGBT protections.
- BuzzFeed covered how sexual harassment in educational institutions can stay secret.
- A recent survey of executives showed a lack of confidence in corporate data security.
- SHRM discussed how automation will change how we work.
- Apple’s Talent Analytics head wrote his three laws for talent analytics.
- Mike Haberman outlined compliance issues with big data.
In other developments:
- The TalentSpace Blog covered how the U.S. Department of Labor’s overtime changes affect job descriptions.
- With new scheduling laws and regulations on the horizon, Target is working closely with regulators in Minneapolis.
- A Bowling Green Adjunct Professor took issue with the NLRB’s new “click to organize” authorization.