The New Jersey District Court recently reiterated the importance of maintaining effective anti-harassment policies, and taking prompt and effective remedial measures following harassment complaints. In Barroso v. Lidestri Foods, Inc., 2013 WL 1314438 (D.N.J, March 28, 2013), the plaintiff alleged that he was subjected to a hostile work environment under the New Jersey Law Against Discrimination (NJLAD) as a result of several untoward actions on the part of his shift manager (who despite his title, was not a supervisor for purposes of the NJLAD). Granting summary judgment for the employer, the court explained that the employer had an effective anti-harassment policy, effective reporting mechanism, and took prompt remedial action to investigate and address the plaintiff’s complaints. Indeed, within seven business days of the plaintiff’s complaint, the employer completed an internal investigation, discussed the findings among upper management, and decided to terminate the shift manager’s employment.
On April 9, 2018, the Mine Safety and Health Administration (MSHA) will publish its final rule on “Examinations of Working Places in Metal and Nonmetal Mines” in the Federal Register.
On May 14, 2020, the Occupational Safety and Health Administration (OSHA) issued a one-page guidance sheet titled “COVID-19 Guidance for Nursing Home and Long-Term Care Facility Workers.” The guidance lists several tips that employers in the nursing home and long-term care facility industry may take to reduce the risk of exposure to COVID-19.
In a reversal of 50 years of precedent, the National Labor Relations Board (NLRB or Board) held recently that an employer’s obligation to check off union dues from employees’ paychecks should continue even after the expiration of the collective bargaining agreement that establishes the checkoff obligation. WKYC-TV, Inc., 359 NLRB…..