Richard D. Alaniz is senior partner at Alaniz Schraeder Linker Farris Mayes L.L.P., a national labor and employment firm based in Houston. He has been at the forefront of labor and employment law for over 30 years, including stints with the U.S. Department of Labor and the National Labor Relations Board. Alaniz writes regularly on labor and employment law and conducts frequent seminars for client companies and trade associations across the country. Questions about this article can be addressed to him at 281-833-2200 or email@example.com.
Under the administration of Donald J. Trump, employers may be able to anticipate many changes in the regulatory and legal environment. In particular, the National Labor Relations Board (NLRB), which had been very pro-union under the Obama adminstration, may shift its focus.
Do you hire other companies to complete jobs in your workplace? Did you realize that you could be liable for labor violations that the company commits while working there? There are two pending and one recently decided case that will alter how franchisees, general and sub-contractors, and other companies operate. These cases will impact whether employers are responsible as joint employers for violations that other companies may commit.
During the presidential campaign, Trump made maternity leave a signature issue. Now that he is in the White House, Trump appears intent on pushing for paid leave for new parents who don’t receive time off from their employers.
It is difficult to definitively quantify the effect marijuana use has on productivity and safety, but, according to the National Institute on Drug Abuse, part of the National Institutes of Health, studies have suggested links between marijuana use and negative consequences in the workplace, such as a higher risk for injury or accidents.
President-elect Donald Trump announced his choice for labor chief, and while the nominee’s name may be relatively unknown, a look at his ideology reveals that his nomination is not much of a surprise. Throughout his campaign, Trump has derided President Obama’s regulatory action, and during a recent stop in Des Moines, Iowa, he promised to do away with regulations that are stifling economic growth.
With the election of Donald Trump as the 45th president of the United States, the business community can almost certainly look forward to a new era. Although many of Trump’s policies on labor and employment-related laws and regulations have yet to be fully developed, there are many Obama-era initiatives that could face significant changes under the new Republican administration.
In just a few days millions more American workers will be eligible for overtime, thanks to a new U.S. Department of Labor (DOL) rule that takes effect on Dec. 1. And the estimated 4 million workers who become are just the beginning — every three years, the pay levels will automatically update.
For employers with a union workforce — or a workforce that could unionize — complying with the National Labor Relations Act is an ongoing headache. That headache will only intensify thanks to the National Labor Relations Board (NLRB), the federal agency responsible for regulating labor law.
Elections often stir up passionate feelings — and that seems to be particularly true this year. As politicians and voters gear up for Tuesday, Nov. 8, employers may not know that their workers have certain rights when it comes to elections, and corporations even have rights of their own.
In the first part of this two-part series, we looked at upcoming regulatory changes that will definitely affect many organizations. Here, we look at court rulings and state laws that promise more expenses, paperwork, and headaches for many more companies.