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PAID FAMILY LEAVE

Jun 15, 2017

Category: Employment Law

The United States Department of Labor says that only 12% of non-government workers have access to paid family leave in the American workforce. Yet, President Trump’s budget proposal included a paid leave benefit for new parents. But, now the President’s daughter (Ivanka Trump–a self-described paid leave champion), says it may be back to the drawing board on the proposal. Ms. Trump met with “bipartisan scholars” during the week of June 5, 2017 (according to the Los Angeles Daily News on June 9, 2017) and reportedly stated the plan in the budget proposal was a “placeholder” but the administration is open to other ideas. A White House official confirmed the plan outlined in the budget was an initial effort and the administration was “open to revising it” according to the Los Angeles Daily News.

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Category: School Law

On May 17, 2017, the Iowa Public Employment Relations Board issued rulings in two pending negotiability disputes involving the Columbus Community School District and the Oskaloosa Community School District. The issues in those cases involved the negotiability of salary schedules and supplemental salary schedules under the new provisions of Iowa Code Chapter 20. PERB made the following rulings regarding the specific subjects of bargaining at issue:

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Category: Employment Law

4.2 years. That’s the median number of years that employees stay with an employer as of January 2016 according to the United States Department of Labor’s Bureau of Labor Statistics. That’s down from 4.6 years in January 2014 and January 2012. The median number of years had been trending up since 2000 when the median was 3.5 years. Interesting, but what’s that mean for employers? It means you have to deal with employees coming and going. Let’s focus on the going: when an employee leaves, they can take clients with them unless employers take steps to protect those relationships. This can be done through a contract containing a “covenant” (or promise) not to compete. In Iowa, it is a best practice to condition hiring or receiving a promotion on signing the contract not compete. However, courts in this jurisdiction have found that an employee’s continued employment is sufficient consideration to support the contract.

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