Over the past week I have been going through some family issues which began with a medical emergency last Friday. Everyone we talked to from our family practitioner to the ER medical team believed that the signs pointed towards one thing. .
I occasionally get a critique from students on my “political” views about unions. But it is hard to talk about unions without being somewhat political, at least not in today’s current environment. It is no secret that unions are political. They overwhelmingly support Democrat party candidates over Republican. They gave overwhelming monetary support to get a Democrat elected President.
We are all constantly trying to figure out the limits of employees’ rights when it comes to their social media postings. But what about employers’ rights? Those rights seem to be less and less these days. But a new case involving LinkedIn helps employers draw a new line in the sand …
In August of 2011, the National Labor Relations Board issued its controversial decision in Specialty Healthcare and Rehabilitation Center of Mobile, 356 NLRB 56 (Aug. 26, 2011), overruling 20 years of Board precedent and imposing a new approach for determining what constitutes an appropriate bargaining unit in non-acute health care facilities. There, the Board announced that it would apply the “community of interest” test to non-acute care settings, such as nursing homes.
A federal jury recently awarded a former Seagate Technology engineer $1.9 million on his claim that he
was wrongfully “hired” by the company.
The case, Vaidyanathan v. Seagate U.S. LLC, No. CV-09-1212 (D. Minn. Nov. 19, 2010), highlights two
valuable considerations for employers: