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NLRB tells Google to remind workers they can speak freely (updated)
Google has agreed to a proposed settlement with the National Labor Relations Board to remind employees they can freely discuss workplace issues, which follows a directive from the company ordering Googlers to "avoid controversies that are disruptive to the workplace." The NLRB was responding to formal complaints claiming Google punishes people who speak out on those matters and political issues, according to the Wall Street Journal.
Labor board says Google legally fired diversity memo writer
James Damore may claim Google was wrong to fire him over his memo criticizing the company's diversity culture, but a federal government overseer begs to differ. The National Labor Relations Board has published a January memo recommending a dismissal of Damore's then-active complaint. Board attorney Jayme Sophir found that Damore was protected under federal law when he criticized Google, but that he wasn't protected when he suggested that women were biologically inferior at programming. His remarks were likely to create "serious dissension and disruption" in the workplace, Sophir said, and that actuallly happened -- women pulled their candidacy for engineering positions after hearing of Damore's memo.
US Chamber of Commerce suing Seattle over ridesharing unions
When Seattle approved Uber and Lyft drivers organizing in December, the city did it knowing that the practice was illegal. Independent contractors aren't allowed to do so under federal law because it basically amounts to price fixing. And now the inevitable has happened: The United States Chamber of Commerce is suing Seattle because the city allowed the on-demand workers to unionize, Reuters reports. It doesn't sound like Emerald City is going down without a fight, though. Councilman Mike O'Brien says that there are "millions of dollars" in place for what could be a lengthy legal battle.
T-Mobile found guilty of blocking employees from organizing
The CWA (Communications Workers of America) is celebrating today after a judge found T-Mobile guilty of violating federal labor laws. The company was found to have illegally restricted employees from organizing or even discussing work issues with each other. Judge Christine Dibble cited the company's policies that barred workers from discussing their wages and working conditions, and their repeated efforts to discourage them from reaching out outside organizations for help. As an example, she highlighted the procedure for filing a wage and hour complaint, which requires the notification of management first, and threatens discipline if the rule is broken. That would prevent employees from banding together to address issues collectively. Of the 13 policies brought before the court, 11 of them were found to be illegal and they must be reversed immediately. All employees must also be notified that these policies violated the law.
Judge rules in favor of employees fired over Facebook post, orders them back to work
The National Labor Relations Board has weighed in on the role of social networking at the office, determining that employees can't be fired for what they post on Facebook -- as long as they use the platform to talk about improving their workplace. The NLRB's ruling, announced on Wednesday, stems from an incident last year, when an employee at the Hispanics United of Buffalo non-profit organization went on Facebook to complain about a co-worker who accused her of slacking off at the office. Other colleagues soon chimed in on the woman's wall post with a slew of profanity-laced comments, before the targeted employee noticed the thread and reported it to a supervisor. Citing the agency's zero-tolerance policy on cyber harassment, the boss fired the five employees who participated in the online discussion -- including one who went on to file a complaint with the NLRB. Last week, administrative law Judge Arthur Amchan finally issued a verdict in the case, determining that the employees retained the right to talk about "their terms and conditions of employment," as stipulated under the National Labor Relations Act. Because this particular Facebook thread involved discussion of "job performance and staffing levels," Amchan ordered Hispanics United to reinstate the employees. The decision marks the first time that an administrative judge has ruled on a Facebook-related workplace case, though the NLRB says it's received "an increasing number of charges related to social media in the past year" -- so it likely won't be the last. You can read the Board's statement in full, after the break.
