Meet the Co-chairs - TAGLAW
Mitchell Silberberg & Knupp LLP
Ryan, Swanson & Cleveland, PLLC
LK Shields Solicitors
Employment and Labor Law
In our previous article, we mentioned the need to protect private life and personal data, as almost everywhere is set up with cameras, as well as the method to provide this privacy within the scope of the Labor Law1. In this article, we shed light on the scope of employers' rights to govern, and evaluated several systems that employers have implemented in order to regulate the code of conduct in their workplaces, in regard to breaches of employees' private lives and personal data protection rights.
The conference offers delegates the opportunity to hear from expert speakers on such subjects as Race: Banter vs Discrimination and Everything in Between; Disability Discrimination and Reasonable Adjustments and Age Discrimination and its Impact on Isle of Man Employers, as well as the topical Sex Discrimination, #MeToo and the Underlying Law.
This article was originally published in Metro.
The last 12 months have seen a monumental cultural change, particularly for women. With the #MeToo movement, people are able to call out sexual abuse and harassment in ways that wouldn’t previously have been possible.
The latest sexist relic to be put under the spotlight was The Presidents Club charity gala, at which ‘hostesses’ were paid £150 for a 10 hour shift – £15 an hour – to be groped, propositioned and flashed at by wealthy, powerful guests at the Dorchester Hotel.
As the composition of the National Labor Relations Board (the "Board") shifts due to vacancies that have been filled by the new Presidential administration, there has been a noticeable trend towards more employer-friendly rulings from the Board. On December 14, 2017, this trend continued when the Board expressly overruled its August 27, 2015 decision in Browning-Ferris Industries of California, Inc. d/b/a BFI Newby Island Recyclery, 362 NLRB 186 (2015), which had established a new standard for determining joint employer status. In overruling Browning-Ferris, the Board stated that it was returning to the joint employer standard that had been in place for nearly thirty (30) years before the Browning-Ferris decision.