Daily eBriefs - January 20, 2023

A teacher does not have a constitutional right to representation by a teacher’s union as a misclassified teacher and as a substitute teacher; the teacher does not have a statutory right to union representation that cannot be circumvented by a collective bargaining agreement. Wu v. Public Employment Relations Board (Twin Rivers Unified Educators) - filed Dec. 28, 2022, publication ordered Jan. 19, 2023, Third District Cite as 2023 S.O.S. 240 Full text click here > http://sos.metnews.com/sos.cgi?0123//C092640.

Jennifer Abruzzo, Asesora General de la NLRB, aplaude las mejoras del proceso del Departamento de Seguridad Nacional que apoyan la aplicación de la ley laboral

El viernes, 13 de enero de 2023, el Departamento de Seguridad Nacional (DHS por sus siglas en inglés)anunció un proceso simplificado y acelerado de las solicitudes para acción diferida relacionadas con agencias laborales y de empleo, como parte de un esfuerzo para apoyar las operaciones de aplicación de la ley laboral para empoderar a los trabajadores y mejorar las condiciones del lugar de trabajo. La Junta Nacional de Relaciones del Trabajo (NLRB por sus siglas en inglés) emitió en noviembre de 2021 una guía pública sobre cómo los trabajadores inmigrantes podrían solicitar la ayuda de la NLRB para solicitar una acción diferida u otro alivio, para protegerlos en el ejercicio de sus derechos legales y permitir la aplicación vigorosa de la Ley Nacional de Relaciones del Trabajo (NLRA por sus siglas en inglés) (ver GC 22-01, emitido el 8 de noviembre de 2021). Desde entonces, la NLRB ha hecho tales solicitudes al DHS para apoyar los esfuerzos de aplicación de ley de la NLRB. La Asesora General Abruzzo aplaudió el anuncio de hoy por parte del DHS señalando que “las mejoras en los procesos del DHS son fundamentales para garantizar que los trabajadores inmigrantes, y todos los trabajadores, puedan ejercer con seguridad sus derechos laborales y participar en las operaciones de aplicación de ley de la NLRB sin temor a represalias relacionadas con inmigración por parte de su empleador”. “Continuaré utilizando los procesos del DHS en la mayor medida necesaria para garantizar que podamos hacer cumplir efectivamente la ley laboral en todos los lugares de trabajo en donde los trabajadores estén protegidos por la Ley Nacional de Relaciones del Trabajo”. La NLRB también ha emitido una hoja informativa, en inglés y español, con información importante sobre las investigaciones de la NLRB para los trabajadores inmigrantes , dejando claro que el estado migratorio no es relevante para determinar si ha habido una violación de la NLRA, que la información obtenida durante las investigaciones de la NLRB es protegida y que la NLRB considerará, caso por caso, la búsqueda de protección para los empleados en aquellos lugares de trabajo donde sea necesario para salvaguardar a los empleados que ejerzan sus derechos laborales o participen en los procesos de la NLRB. Los trabajadores o sus defensores que crean que la acción diferida es necesaria para participar en los procesos de la NLRB o para proteger a los empleados que ejercen sus derechos en virtud de la NLRA en un lugar de trabajo deben comunicarse con su Oficina Regional de la NLRB. Obtenga más información sobre la NLRB visitando sus sitios web en inglés y español o llamando al 1-844-762-6572. Los trabajadores hispanohablantes pueden dejar un correo de voz confidencial en español con su nombre, número de teléfono, ciudad y estado de sus empleadores y un breve mensaje, y uno de los agentes de la Junta bilingües de la NLRB (o un agente de la Junta con un intérprete) regresará la llamada. For more information, visit us at http://www.beverlyhillsimmigrationlaw.com/index.html.

LACBA Daily eBriefs: January 17, 2023

Labor and Employment Law Very little direct evidence of age-related discriminatory animus is necessary to establish a prima facie case of age discrimination through direct evidence, but once the employer provides sufficient evidence for its action and the burden of proof shifts back to the worker, the worker’s own allegations alone are not enough to raise a genuine issue as to pretext. Opara v. Yellen - filed Jan. 17, 2023 Cite as 2023 S.O.S. 21-55953 Full text click here > http://sos.metnews.com/sos.cgi?0123//21-55953.

NLRB General Counsel Jennifer Abruzzo Applauds the Department of Homeland Security’s Process Enhancements to Support Labor Law Enforcement

January 13, 2023 On Friday, January 13, 2023, the Department of Homeland Security (DHS) announced a streamlined and expedited process for labor and employment agency-related requests for deferred action, as part of an effort to support labor law enforcement operations to empower workers and improve workplace conditions. The National Labor Relations Board (NLRB) publicly issued guidance in November 2021 as to how immigrant workers could seek the NLRB’s support in petitioning for deferred action, or for other relief, to protect them in the exercise of their statutory rights and allow for vigorous enforcement of the National Labor Relations Act (NLRA) (see GC 22-01, issued Nov. 8, 2021). The NLRB has since made such requests to DHS to support NLRB enforcement efforts. General Counsel Abruzzo applauded today’s announcement from DHS, noting that “the enhancements to DHS’s processes are critical to ensuring that immigrant workers, and all workers, can safely exercise their labor rights and participate in the NLRB’s enforcement operations without fear of immigration-related retaliation from their employer. I will continue to utilize DHS’s processes to the fullest extent necessary to ensure that we can effectively enforce labor law in every workplace where workers are protected by the National Labor Relations Act.” The NLRB has also issued a fact sheet, in English and Spanish, with important information about NLRB investigations for immigrant workers, which makes clear that immigration status is not relevant to whether there has been a violation of the NLRA, that information obtained during NLRB investigations is protected, and that the NLRB will consider, on a case-by-case basis, seeking protection for employees at worksites where it is necessary to safeguard employees exercising their labor rights or participating in NLRB processes. Workers or their advocates who believe deferred action is necessary for participation in the NLRB’s processes or to protect employees exercising their rights under the NLRA at a worksite should contact their NLRB Regional Office.

Remembering Matthew T. Denholm, Regional Director of Region 9-Cincinnati

January 11, 2023 It is with great sadness that we announce the unexpected passing of our colleague, Matt Denholm. Matt was appointed in 2020 to serve as the Regional Director of Region 9-Cincinnati, where his office is responsible for conducting elections, investigating unfair labor practice charges, and protecting the right of workers to act collectively to improve their wages and working conditions in parts of Ohio, Indiana, Kentucky, and West Virginia. His career with the Agency, and specifically Region 9, began in 1977 when Matt was hired as a Field Examiner. In 2000, he became the Region’s Compliance Officer, and, the following year, he was promoted to Supervisory Field Examiner. At the end of 2014, Matt was promoted to Assistant to the Regional Director, and ably served as Acting Regional Director from June 2018 through August 2019. A native of Akron, Ohio, Matt began his distinguished service to our country while in the United States Air Force acting as a Vietnamese linguist from 1970 to 1974. He graduated summa cum laude from the University of Akron in 1977 with a degree in Political Science. Current and former NLRB colleagues remember Matt as a strong leader whose commitment to the Agency’s mission is laudable. “Matt was a tremendously dedicated public servant whose 46-year career at our Agency surely improved countless workers’ lives,” said General Counsel Jennifer Abruzzo. “For decades, he tirelessly worked with Regional staff to promote and enforce the National Labor Relations Act and to fight for workers’ rights to join together to advocate for workplace change. He will be sorely missed.” “We are deeply saddened by Matt’s sudden death. He has been an asset to the Agency for more than four decades, and his dedication to the Agency has been an inspiration to all who were fortunate to work with him,” said Chairman McFerran. “We extend our deepest sympathy to his family and friends.” Matthew is survived by his wife Michelle and their son Christian. Patricia K. Nachand, the Regional Director of Region 25-Indianapolis, will serve as Acting Regional Director of Region 9.

LACBA Daily eBriefs: January 9, 2023

Where an agreement provides that arbitrations shall be governed by the Federal Arbitration Act and American Arbitration Association procedural rules, California law nevertheless applies to the determination of whether the court or arbitrator has jurisdiction over the issue of waiver where the employees allege state statutory labor code violations and the claims are not brought by their labor union under a collective bargaining agreement. Desert Regional Medical Center v. Miller - filed Dec. 13, 2022, publication ordered Jan. 6, 2023, Fourth District, Div. Two Cite as 2023 S.O.S. 104 Full text: http://sos.metnews.com/sos.cgi?0123//E076058.

Statement on NLRB Funding in the 2023 Omnibus Bill

December 29, 2022 Today, NLRB General Counsel Jennifer Abruzzo and Chairman Lauren McFerran released the following message: On behalf of our dedicated career staff and the public we serve, we thank all of those who contributed to the increased appropriation for the National Labor Relations Board in the 2023 omnibus bill. After receiving the same appropriation since 2014, Congress funded the NLRB at $299.224 million for 2023—an increase of $25 million. This much-needed infusion of funding comes during a surge in cases for the Agency. In Fiscal Year 2022, total case intake at the Field Offices increased 23%— the largest single-year increase since FY1976 and the largest percentage increase since FY1959. Similarly, the number of cases submitted to the Board Members increased 13% from FY2021 to FY2022. At the same time, staffing has fallen drastically at the NLRB. Overall Agency staffing levels have dropped 39% since FY2002 and staffing in Field Offices has shrunk by a full 50%. While we had hoped for a greater increase that would allow us to fund all of the Agency’s pressing needs, this appropriation will make a significant difference for the Agency, our valued employees, and the public we serve. The additional resources will enable us to absorb much of the inflationary increases in non-labor expenses and fund the anticipated 2023 annual pay increases without the need for furloughs, which we had recently advised appropriators would likely be necessary absent an increase in the NLRB’s appropriation. It is expected that it will also allow for some limited hiring and critical IT system maintenance. With the additional funding, the National Labor Relations Board will continue to uphold our Congressional mandate of promoting collective bargaining and safeguarding employees’ rights to organize, engage with one another to seek better wages or working conditions, and choose whether or not to have a collective bargaining representative negotiate on their behalf with their employer.

eBriefs January 4, 2023

Employment While there is a general rule that in cases involving the imposition of a penalty by an administrative body, when it appears that some of the charges are not sustained by the evidence, the matter will be returned to the body for redetermination, a trial court erred by remanding a case for a city to reconsider the discipline imposed on a municipal employee who had been fired for misconduct where the employee’s actions demonstrate a lack of credibility, reliability, and trustworthiness which tended to cause discredit to fall upon the city and there was no real doubt the city would again terminate him on remand. Griego v. City of Barstow - filed Jan. 3, 2023, Second District, Div. Eight Cite as 2023 S.O.S. 52 Full text click here > Employment Where the terms of an employee’s incentive compensation plan expressly provide for the simultaneous payment of overtime compensation due on the monthly bonus by way of a percentage increase to his straight time and overtime earnings, these simultaneous payments satisfy in full the overtime provisions of the Fair Labor Standards Act. Lemm v. Ecolab - filed Jan. 3, 2023, Second District, Div. Five Cite as 2023 S.O.S. 56