Any employer required to collect EEO-1 workforce demographic data should be thinking about the issue of whether to publicly disclose that data, and consider what might happen to it once it’s disclosed.
Every year, April brings surprises for the unwary — typically in the form of an April fool’s joke.
Social media is a relatively new character in the classic tale of a unionizing workforce.
World Fair Trade Day 2022 is fast approaching on May 14, 2022, but the need for businesses to focus on their supply chains doesn’t hit the headlines just once a year.
When unions seek to organize a group of employees, they often prefer to target a particular group or groups of employees in job classifications that they are confident will vote in favor of unionizing, as opposed to trying to persuade a much larger group.
Social media has likely had a role in fueling the malaise of unionizing employees who believe that the company they work for has a bad reputation.
In May 2019, Mexico’s Congress passed a new law to ensure that Mexican labor standards conformed with those of the International Labour Organization Convention, the Trans-Pacific Partnership Agreement and the new North American Free Trade Agreement (“USMCA”), all of which require their signatories to ensure that workers have collective bargaining rights that satisfy certain standards, including having the bargaining representative of their choice.
Even a week removed from Thanksgiving, I can’t stop thinking about my Gramma’s Watergate Salad, an unusual (but somehow traditional) green gelatinous holiday dish that features a mixture of pistachio pudding, canned pineapple, whipped topping, crushed pecans, and marshmallows.
Partners Maggie Peloso and Tom Wilson recently sat down to continue the “conVErsation” about the origins of the firm’s Environmental, Social and Governance (ESG) Taskforce.
V&E Partner Tom Wilson discusses three steps public companies can take to strengthen the social aspect of their Environmental, Social and Governance (ESG) program.
The Department of Justice’s (“DOJ”) Antitrust Division has brought its third criminal antitrust case involving labor markets — this time against a healthcare staffing company and its former manager for allegedly agreeing not to solicit or hire its competitor’s contract nurses and to fix wages for those nurses.