Stericycle Summary
On August 2, 2023, The National Labor Relations Board (“NLRB”) overruled the prior decisions in Boeing Co. and LA Specialty Produce Co. because they permitted employers to adopt “overbroad work rules” that chill employees’ exercise of their rights under Section 7 of the National Labor Relations Act. The NLRB found that the former standard failed to account for the economic dependency of employees on their employers, gives too little weight to the burden a work rule could impose, gives too much weight to employer interests, and does not require the employer to make rules only to promote legitimate and substantial
NLRB Joint Employer Status Rule Change
On October 26, 2023, the National Labor Relations Board (NLRB) issued its Final Rule broadening what entities can be considered “joint employers” under the National Labor Relations Act. If considered a joint employer, a business can be held liable for the actions of the other employer it allegedly has control over and must engage in collective bargaining relating to the “essential terms and conditions of employment” over which it has control. Under the previous 2020 rule, an employer had to ‘“possess and exercise . . . substantial direct and immediate control’ over essential terms and conditions of employment.” 1 The NLRB
EEOC Proposes Updates to Workplace Harassment Guidelines for First Time in 25 Years
By a 3-2 vote, the Equal Employment Opportunity Commission (EEOC) published and invited public comment on draft guidelines on responding to workplace harassment. The amended guidelines have the potential to be the first amendments made to the EEOC’s workplace harassment guidelines in almost 25 years. Similar efforts to amend the guidelines stalled under the Trump administration in 2017. The Commission lists its two goals as, “preventing and remedying systemic harassment, and protecting vulnerable workers and people from underserved communities from harassment.”1 The proposed guidelines reflect and sometimes build upon recent changes in law. For example, in Bostock v. Clayton County, the U.S. Supreme Court held that held that
Luke Isbell; new Associate at Wilson Worley
The law firm of Wilson Worley PC is pleased to announce that attorney Luke I. Isbell has joined the firm as an associate attorney. A Kingsport native, Luke graduated with his Juris Doctor from the Honors Program at Regent University School of Law. While in law school, Luke served as an editorial staff member on the Regent University Law Review, a staff member for the Regent University Center of Global Justice, and an extern for the American Center for Law and Justice (ACLJ) where he assisted in drafting documents submitted to various bodies, including the United States Supreme Court and