Almost exactly two years ago we reported on the Court of Appeal’s decision in Mohamud – v – WM Morrisons Supermarkets. The Court found that Morrisons were not vicariously liable for a serious and unprovoked assault on Mr Mohamud by one of its employees in 2008. This was because there was not a sufficient connection between … Continue Reading
Since it was launched back in 2009, Uber Technologies, Inc. has been in the national spotlight for developing and implementing its revolutionary “ridesharing” mobile application. Uber continues to appear in headlines for a multitude of reasons, many of which are desirable, and at least one of which is not: getting sued by its workforce. Despite … Continue Reading
Nearly two years after Waffle House Inc. employee Carrie Harris filed an unfair labor practices charge, the Georgia-based breakfast chain was unable to butter up the National Labor Relations Board (NLRB). Harris’ complaint alleged that Waffle House’s arbitration agreement that employees were required to execute as a condition of their employment violated the National Labor … Continue Reading
A recent case before the French Supreme Court acts as a stark warning to employers of the importance of complying with the requirements in the French Labour Code to display their internal rules in the workplace. After the discovery of empty bottles of alcohol in the employees’ changing room, an employer required one of its … Continue Reading
“Private Messages at Work can be Read by EU Employers” blared the BBC online yesterday in the sort of alarmist over-simplification normally best left to the Daily Mail. Mr Barbulescu worked for an unnamed business in Romania. He was instructed to set up a Yahoo Messenger account for business purposes only. The company’s rules made … Continue Reading
Don’t trouble yourself with this. It’s only a page long and the messages for employers are shorter still:- (i) many “legal highs” are actually illegal, but the distinction is broadly irrelevant for workplace purposes. You should include them as barred under your drugs and alcohol policy, but focus on their impact on the employee’s behaviours … Continue Reading
As noted by our post earlier this week, California’s paid sick leave requirement under the Healthy Workplace Act begins on July 1, 2015. Not to be outdone, California’s neighbor to the north also recently passed legislation requiring paid sick leave. This was signed into law by Oregon’s democratic governor on June 22, 2015. Under Oregon’s … Continue Reading
California law currently requires that most employers provide sexual harassment prevention training to supervisory employees every two years. In light of the attention being given to incidents of “workplace bullying,” California has now passed a law (AB 2053) amending Government Code section 12950.1 to require training on the prevention of “abusive conduct” as a component of … Continue Reading
Depending on what you read and who you believe, today’s opening-up of eligibility to request flexible working to all employees with six months’ service or more will be: (i) the unleashing of an unstoppable tide of cost, inconvenience and Tribunal claims; or (ii) no big deal. Perhaps by the time you read this, there will … Continue Reading
Following on from Ellen Inglis’ piece on Kerry Miller, the Burton Albion Football Club administrator who sent ‘sexy selfies’ to players half her age, comes a tale from ‘football’ on the other side of the Atlantic, of players, cheerleaders, rules and mild condescension. The Oakland Raiders, with their skull and crossbones logo and rabid fans, … Continue Reading
Oh the weather outside is frightful and workplace strains are not delightful. With global warming (or freezing) comes that quandary about what to do about telecommuting and various requests related to bad weather. Although many workers are at will employees and can be disciplined for failing to show up for work, which employer wants to open … Continue Reading
