William Greenlaw is a student at Harvard Law School.
The United Auto Workers achieved victory yesterday after ending a month-long strike at John Deere, the farm and construction equipment manufacturer. In a statement, the UAW said, “UAW John Deere members did not just unite themselves, they seemed to unite the nation in a struggle for fairness in the workplace. We could not be more proud of these UAW members and their families.” The new contract provides at least 10 percent raises, an $8,500 ratification bonus, raises of 5 percent in 2023 and 2025, and “tweaks to how Deere calculates bonuses for workers who meet production targets.” Upon ratification, workers returned to their shifts starting with the late shift Wednesday evening. John C. May, chairman and chief executive, said in a statement, “I’m pleased our highly skilled employees are back to work, building and supporting the industry-leading products which make our customers more profitable and sustainable.”
The Equal Employment Opportunity Commission released a new guidance yesterday describing how workplace retaliation tied to coronavirus is prohibited under general anti-retaliation provisions. The EEOC, Department of Labor, and National Labor Relations Board hosted a virtual event with employers to discuss the importance of these anti-retaliation protections. Retaliation includes any negative action in response to protected equal employment opportunity activity, which includes actions such as denying promotions, suspending employees, or making work-related threats. The EEOC provided specific examples of retaliation incidental to the pandemic, including, “Retaliation against a worker who reports sexually harassing comments during a virtual work meeting;” “Retaliation against an Asian American employee who reports someone for accusing Asian people of spreading Covid-19;” and “Retaliation against an employee for requesting telework as a disability accommodation after an office reopens.” Employees nonetheless can still enforce Covid-19 health and safety protocols even after protected activity like an accommodation request.
Enhanced fines for labor law violations remain in the House Democrats’ plans for their tax and spending bill. The fines are estimated to generate $2.76 billion in revenue during a 10-year period. The way the bill would work is by levying new, more severe penalties on conduct already prohibited by the Fair Labor Standards Act, including child labor and illegal overtime practices. The bill would also add penalties to enterprises who break the laws enforced by the Occupational Safety and Health Administration.
Daily News & Commentary
Start your day with our roundup of the latest labor developments. See all
April 24
NLRB seeks to compel Amazon to collectively bargain with San Francisco warehouse workers, DoorDash delivery workers and members of Los Deliveristas Unidos rally for pay transparency, and NLRB takes step to drop lawsuit against SpaceX over the firing of employees who criticized Elon Musk.
April 22
DOGE staffers eye NLRB for potential reorganization; attacks on federal workforce impact Trump-supporting areas; Utah governor acknowledges backlash to public-sector union ban
April 21
Bryan Johnson’s ULP saga before the NLRB continues; top law firms opt to appease the EEOC in its anti-DEI demands.
April 20
In today’s news and commentary, the Supreme Court rules for Cornell employees in an ERISA suit, the Sixth Circuit addresses whether the EFAA applies to a sexual harassment claim, and DOGE gains access to sensitive labor data on immigrants. On Thursday, the Supreme Court made it easier for employees to bring ERISA suits when their […]
April 18
Two major New York City unions endorse Cuomo for mayor; Committee on Education and the Workforce requests an investigation into a major healthcare union’s spending; Unions launch a national pro bono legal network for federal workers.
April 17
Utahns sign a petition supporting referendum to repeal law prohibiting public sector collective bargaining; the US District Court for the District of Columbia declines to dismiss claims filed by the AFL-CIO against several government agencies; and the DOGE faces reports that staffers of the agency accessed the NLRB’s sensitive case files.