Workplace Concerns Arise Even in Rarified Quarters

In 2009, Model Sara Ziff issued a documentary, Picture Me, which was five years in the making.  In it, Ziff covertly captured the seedy side of the fashion modeling industry, where young girls are often required to work incredibly long hours, denied or mislead about compensation, and are routinely subject to sexual harassment and even assault.  In 2012, Ziff has launched the Model Alliance, in conjunction with the Fordham University’s Fashion Law Institute.  The Alliance is “an advocacy group aimed at improving

Survey of NLRB Shifts Analyzed and Found Wanting

In 2010, I wrote about a survey of changes to NLRB precedent, written by G. Roger King and publishes in the Fall 2010 issue of the ABA Journal of Labor and Employment law. Mr. King's analysis revealed that over a comparable course of years (5-7), the Clinton Board reversed 1,181 years of prior precedent while the Bush II Board issued reversed only 295 years of precedent.  Additionally, King noted that "the federal circuit court affirmance rate of the Bush II Board decisions was either equal to or greater than the circuit court affirmance rate of the Clinton Board."  Specifically, Clinton decisions were enforced in full 66.8% of the time, and in part 81.5% of the time.  In contrast, Bush II decisions were enforced in full 77.9% of the time and in part 87.9% of the time.   

In the Vol. 26, No. 3 of the Journal, Associate General Counsel of the AFL-CIO, Bill Lurye, reviews King's data and the decisions, and concludes they were "prove[d] susceptible to interpretation and vulnerable to manipulation."  Lurye also advises that "a mathematical

Mediating Workplace Bullying Claims

As I have previously written, bullying is a hot topic today.   Cleaning House and Cleaning Up Our Acts - Anti-Bullying Legislation, and Bullying Legislation, Revisited.  As such, it is natural for alternative dispute resolution (ADR) practitioners to move into this field.  However, caution should be used in doing so, and practitioners should consider in each case whether mediation is appropriate and, if so, what it should look like.

In the Fall 2011 issue of the ACR Conflict Resolution Quarterly, Vol. 29 No. 1, Moira Jenkins asks Is Mediation Suitable for Complaints of Workplace Bullying? Although she herself does not appear to come to any firm conclusions, the article raises a number of helpful points to be considered by managers and individual ADR practitioners consider the issue.  First, as Ms. Jenkins observes, bullying is often not well defined, and in the workplace bullying may be confused with a number of other activities that are similar but nonetheless distinct. 

Recent Employment Law Decisions--Fees Shifting, Exhaustion and Preclusion

My arbitration, mediation and ALJ practice is booming these days, as is my guardian ad litem (GAL) practice.  As a result, I am woefully behind on my blogs, with a pile of items to review and write up.  I'm not sure how the really prolific--or even moderately prolific--bloggers do it, once their practice picks up.  In any event, here is a belated summary of recent New Mexico employment law cases.

Dangers of EEOC Class Member Communication

In the Fall 2011 ABA Journal of Labor and Employment Law, Vol. 27, No. 1, Fall 2011, Christopher Lage writes abut Avoiding and Dealing with Unethical Communications with Putative Class Members in Systemic Cases.  The article is timely because there has been a dramatic Increase Equal Employment Opportunity Commission (EEOC) systemic cases since the EEOC launched its 2006 initiative concerning these types of claims.  Although the flow may slow a bit after the Wal-Mart v. Dukes case, at least for very

Major Business Investments & Management Rights

Last year the blogosphere saw much chatter and commentary concerning the proposed opening of a Boeing plant in South Carolina, and the subsequent filing of a National Labor Relations Board (NLRB or Board) charge, congressional hearings, etc.  The Fall 2011 issue of the ABA Journal of Labor and Employment, Vol. 27 No. 1, thoughtfully included testimony of two congressional hearing witnesses.  Although the immediate storm has passed, the parties having settled the charge with the signing of a new collective bargaining agreement, it is an issue that could recur with similar responses, so I’d like to discuss that testimony here.

Employer Polling -- Criteria and Standards

As a neutral third party familiar with collective bargaining matters and representation election procedures, I am periodically contracted to conduct employer pollings, to ascertain whether or not a majority of its employees continue to desire union representation. The first time I was asked to conduct a polling, I was obligated as a neutral to satisfy myself that polling is not illegal or otherwise improper in New Mexico as a general matter.  As is common, there was no New Mexico case law on point.  However, the federal courts and the National Labor Relations Board (NLRB) have reviewed the matter in a number of cases, and I will outline the results of my research here.