The AES Monthly Review: Volume 1, Number 1 (June 1914) Back to the Beginning pfonline.com - get the latest breaking news, showbiz & celebrity photos, sport news & rumours, viral videos and top stories from pfonline.com Daily Mail and Mail on Sunday newspapers.
A Chautauqua County hardware manufacturer with more than 100 employees at facilities in Jamestown and Falconer will remain in local hands after a second management buyout in the last 12
Nessel files suit against company over PFAS contamination in West Michigan ⋆ Michigan Advance michiganadvance.com - get the latest breaking news, showbiz & celebrity photos, sport news & rumours, viral videos and top stories from michiganadvance.com Daily Mail and Mail on Sunday newspapers.
To embed, copy and paste the code into your website or blog:
As we enter the second year of the pandemic, it has become increasingly apparent the various vaccinations approved for safeguarding against COVID-19 are a key element to returning to normal business operations. Employers have raised a number of questions about how the vaccine can be deployed effectively to assist the business.
In a unionized environment, there are additional legal obligations primarily in the bargaining context and this document focuses on those issues.
Basic Legal Principles: In situations where part of the employer’s workforce is represented by a union, there may be bargaining obligations before implementation of a vaccination or related program. In such situations, the first step for the employer is to consult the relevant collective bargaining agreement to determine if it authorizes (through a management rights clause) or restricts (through a zipper/complete agreement/wrap-up clause) implementatio
Tuesday, May 11, 2021
As we enter the second year of the pandemic, it has become increasingly apparent the various vaccinations approved for safeguarding against COVID-19 are a key element to returning to normal business operations. Employers have raised a number of questions about how the vaccine can be deployed effectively to assist the business.
In a unionized environment, there are additional legal obligations primarily in the bargaining context and this document focuses on those issues.
Basic Legal Principles: In situations where part of the employer’s workforce is represented by a union, there may be bargaining obligations before implementation of a vaccination or related program. In such situations, the first step for the employer is to consult the relevant collective bargaining agreement to determine if it authorizes (through a management rights clause) or restricts (through a zipper/complete agreement/wrap-up clause) implementation of a medical progr