Search results
Results from the WOW.Com Content Network
A grievance is an official complaint by an employee about an employer's actions believed to be wrong or unfair. The grievance starts a timer that usually prohibits the employer from taking negative action against the employee (and union steward). For example, a whistleblower complaint prohibits negative employer action for 90 to 180 days.
Fifty-nine is: The number corresponding to the last minute in a given hour, and the last second in a given minute. The "59-minute rule" is an informal rule in business, whereby (usually near a holiday) employees may be allowed to leave work early, often to beat heavy holiday traffic (the 59 minutes coming from the rule that leaving one full hour early requires the use of leave, whereas leaving ...
Argument: Oral argument: Case history; Prior: Bouaphakeo v. Tyson Foods, Inc., 765 F.3d 791 (8th Cir. 2014); cert. granted, 135 S. Ct. 2806 (2015). Holding; The district court did not err in certifying and maintaining a class of employees who allege that the employer’s failure to pay them for donning and doffing protective gear violate the Fair Labor Standards Act, notwithstanding the ...
I’m 59, plan to retire in late-2025. I want to boost my 401(k) contributions from 25% to 65% of my paycheck — but I worry my employer will figure out my retirement plans.
DHS also issued a final rule to expand the H-1B visa program to allow U.S. employers to hire more foreign workers for “specialized” jobs. The rule was issued after DHS last month added another ...
A federal judge on Monday granted the U.S. Conference of Catholic Bishops, as well as employers in two Southern states, temporary relief from complying with a federal rule that would have required ...
Forty-four employees filed a class-action suit against Barber Foods, Inc., identical to employees' complaints against IBP, Inc. Barber Foods successfully argued that time spent donning and doffing protective gear was minimal (2–4 minutes per day) and not included in productive work activity.
The Employee Free Choice Act would have amended the National Labor Relations Act in three significant ways. That is: section 2 would have eliminated the need for an additional ballot to require an employer recognize a union, if a majority of workers have already signed cards expressing their wish to have a union