National Association of Postal Supervisors (NAPS)’s Post

Avoid paying “under the table” wages at all costs. Think about all the consequences that you may face. Imagine what will happen if your employee quits, gets fired, reports you, or gets hurt on the job. There will be an issue when she tries to collect disability, unemployment, social security, or worker’s compensation. How will you explain that? If you need help streamlining your hiring process, give TPC a call today! Call us at 1-877-507-4800 if you have questions or you would like to find out more information.

New rules on tipping which came into force in October mean workers will now get every penny, and employers who fail to comply can expect legal action #tips #employers #business

New rules on tipping which came into force in October mean workers will now get every penny, and employers who fail to comply can expect legal action #tips #employers #business

In this volatile environment, employers need to engage their legal departments not only to help manage employee relations but also to draw up detailed operational plans should a strike occur, labor and employment attorneys say. The tactics range from working with human resources on proactive steps, such as favorable personnel policies, to a carefully orchestrated communications strategy to convey the potential consequences of a strike. "We want to make sure people are focused on the downsides of going on strike," said Bernard (Bud) Bobber, a shareholder of Ogletree Deakins in Milwaukee and chair of the firm's manufacturing industry practice group. "You'll have no wages. You'll have no health care benefits. And [in most states] if you strike, you're not eligible for unemployment benefits." Bobber warned that a messaging strategy needs to be delivered with care to avoid unfair labor practice charges. The tone should not be "if you go on strike, we'll cut your head off." Rather, an employer should emphasize that it respects labor laws as well as workers' right to strike but wants to provide information "so you and your family can make the best decision," Bobber added. But employers should not be surprised if workers seem beyond the point of being open to rationale discussions. Labor tensions can get to the point where employees practically enter the fight-or-flight mode, said Deb Smolensky, senior vice president and a global practice leader at consultancy NFP. "They're just angry. Their brains are on fire. It's how well you can manage those brains on fire," said Smolensky, author of the mental fitness book "Brain On!" "Anticipating that is a really good thing. I think planning or anticipating and having your communications ready to go, and also anticipating the flow of communications is [key]," she said. Full story from Chris O'Malley: https://lnkd.in/efAJZ8Cf

Earn 1 CPD point at this Wednesday's webinar: Changes to Closing Loopholes Bills Part 2 Can’t keep up with all the changes that are happening in the workplace relations landscape? This is not surprising, as there have been many changes during 2023 and 2024, with many more to come. Join our webinar as we discuss the Fair Work Legislation (Closing Loopholes) Bills Part 2 that was passed in early 2024. The session will provide a practical explanation of the impact that the final legislation will have on Electrical Contracting businesses regarding:  - new definitions of employment and casual employment;  - additional protections against discrimination;  - the right to disconnect;  - same job same pay provisions when using labour hire;  - additional workplace delegates’ rights;  - changes to employee redundancy entitlements;  - changes to enterprise bargaining; and  - new criminal offences relating to underpayments and work, health, and safety. Presenter: Lisa Carey | NECA Legal Senior Associate Host: Ben Shaw | State Manager - Government Relations & Member Engagement Register here: https://lnkd.in/gJqb4iqN

What’s the news? AT&T employees represented by the Communications Workers of America (CWA) voted to ratify the Mobility Purple collective bargaining agreement, which covers about 5,000 employees who primarily work in retail, call center, and technician roles in Texas, Oklahoma, Arkansas, Kansas, and Missouri. The new agreement will expire on Feb. 25, 2028. Why is this important? AT&T is one of the largest employers of union-represented employees in the U.S., where more than 63,000 employees are unionized. While other companies have spent years and millions of dollars fighting unionization, AT&T is focusing on the core business with a strong union workforce. “We believe that to be the best connectivity provider, our agreements must allow us to compete for the best people and have the best operations that can adapt to evolving customer demands,” said Jamie Barton, senior vice president of Global Human Resources and Labor Relations, AT&T. “This new agreement positions the company for sustainable growth and ensures we continue to recognize the work our employees do every day to serve our customers.” Read More... https://lnkd.in/d88yck8m

WHAT I LEARNED IN HR THIS WEEK! BANNING EMPLOYEE PAYBACKS? The National Labor Relations Board is looking to invalidate employee payback agreements, where employees commit to reimbursing things like tuition fees and sign-on bonuses if they leave your company within a specific period. Key points: - Not mandatory yet; no immediate changes needed to your employee agreements. - Likely to face legal challenges, akin to the FTC's unsuccessful ban on non-compete clauses, which a court struck down. - Would apply to non-supervisory employees only, not management or supervisory roles. Stay informed as this unfolds!

😳🤯 CEO Barry Litwin told corporate employees Friday in a meeting viewed by CNN that Party City is “winding down” operations immediately and that today will be their last day of employment. Staff were told they will not receive severance pay, and they were told their benefits would end as the company goes out of business. https://lnkd.in/eBGtMhk8

Avoid paying “under the table” wages at all costs. Think about all the consequences that you may face. Imagine what will happen if your employee quits, gets fired, reports you, or gets hurt on the job. There will be an issue when she tries to collect disability, unemployment, social security, or worker’s compensation. How will you explain that? If you need help streamlining your hiring process, give TPC a call today! Call us at 1-877-507-4800 if you have questions or you would like to find out more information.

Avoid paying “under the table” wages at all costs. Think about all the consequences that you may face. Imagine what will happen if your employee quits, gets fired, reports you, or gets hurt on the job. There will be an issue when she tries to collect disability, unemployment, social security, or worker’s compensation. How will you explain that? If you need help streamlining your hiring process, give TPC a call today! Call us at 1-877-507-4800 if you have questions or you would like to find out more information.