Bass, Berry & Sims attorney Tim Garrett analyzed an employer’s obligations in responding to workplace conflict among employees. Conduct on social media between colleagues and domestic violence situations that can spill over into the workplace have blurred the lines of what is considered on-duty and off-duty behavior. This new landscape has left many employers wondering how involved a company should be in responding to these situations. In the article, Tim outlines some practical guidelines for balancing these concerns.

This article is the last in a three-part series on the topic of how the culture war in America is playing out in the workplace. The full article, “Workplace Conflicts: How Involved Must An Employer Be?,” was published by InsideCounsel on December 23, 2015 and is available online.

Use the links below to access the other two articles in the series published by InsideCounsel earlier this year:

The United Auto Workers (UAW) is celebrating a rare win among Southern auto plants, after a small unit of maintenance workers at the Volkswagen plant in Chattanooga, Tennessee voted to unionize.  The unit makes up only 12% of the 1,400 production and maintenance workers, and they voted 108-44 in favor of the UAW.  VW is appealing an earlier ruling by the National Labor Relations Board (NLRB) that allowed a vote of such a small unit of workers within the much larger plant.  This appeal sets the stage for a possible legal battle for years to come. 

This victory comes almost two years after the UAW lost a much-publicized plant-wide vote in February 2014.  Tennessee Governor Bill Haslam, when asked for his reaction to the most recent vote, down-played the UAW win, claiming that the victory came because the union was able to “cherry-pick” the employees who were included in the vote.

This UAW win further informs employers about the impact of the NLRB’s ruling allowing such “micro-units.”

Employers should not rely on handbook provisions to create enforceable obligations on employees.  The employers who do so took another loss recently. In Lorenzo v. Prime Commc’ns, LP, 2015 BL 386874, 4th Cir., No. 14-1622, 11/24/15, the federal Fourth Circuit Court of Appeals ruled that an arbitration provision, contained in an employee handbook, was not enforceable. The provision, said the Court, did not require an employee to take her wage and hour claims to arbitration. Rather, the employee was free to pursue those claims – including a collective action – in federal court.

Continue Reading Arbitration Provision in Employee Handbook Not Enforceable

Bass, Berry & Sims attorney David Thornton offers guidance on the recent Supreme Court decision in Obergefell v. Hodges, and how public and private sector employers are struggling with its legal and financial implications. As David explains, “‘[t]hey’re worried that if they keep the same-sex partner benefits, there’s a pretty good argument that opposite-sex partners are being discriminated against.'” Initially, many companies planned to change their coverage plans to cover only married couples, but now many big companies are deciding to extend benefits to unmarried couples in a committed relationship. As David emphasizes in the article, by extending coverage to unmarried couples, companies can attract and retain quality employees.

The full article, “Should Gay Employees Have to Put a Ring On It,” was published by U.S. News & World Report on November 10, 2015 and is available online.

Bass, Berry & Sims attorney Tim Garrett authored an article published in the National Law Journal providing guidance on the recent same-sex marriage ruling in Obergefell v. Hodges, and how the decision has caused many employers to reevaluate their benefit structures. Since the ruling, employers are faced with added pressure to provide retroactive coverage and are considering whether to extend benefits to only legally married spouses. Previously, many employers provided coverage to employees’ domestic partners; but with the recent ruling, employers see a less-compelling argument to extend benefits to relationships less formal than marriage. Not only has the decision caused many employers to analyze health coverage, it also has led to an increase in cultural tensions in the workplace.

The full article, “Workplace Impact From Same-Sex Marriage Ruling,” was published on November 9, 2015 by the National Law Journal and is available online (subscription required).

Bass, Berry & Sims attorney Tim Garrett analyzes the implications of the U.S. Supreme Court’s decision in Obergefell v. Hodges and its effect on workplace issues. In June 2015, the Supreme Court ruled that the right to marry is a fundamental right guaranteed under the U.S. Constitution, regardless of the gender of the intended spouse. This right has implications for benefits coverage to employees and spouses. In the article, Tim suggests that one of unintended consequences of the Obergefell ruling is how employers deal with benefits coverage in situations involving employees with domestic partners. As Tim points out in the article, “there is an unintended consequence unfolding after Obergefell. Given that same-sex marriage is now a fundamental right, there is a less compelling argument (some might argue no compelling argument) for employers to provide benefits for relationships that are less formal than marriage.”

This second article is part of a three-part series on the topic of how the culture war in America is playing out in the workplace. The full article, “Recent Developments Create Unexpected — and Perhaps Unintended – Consequences,” was published by InsideCounsel on October 19, 2015 and is available online.

Case analysis from Bass, Berry & Sims attorney Tim Garrett was included in an article outlining the impact of the Sixth Circuit’s Ault v. Oberlin College decision. In this case, the Court ruled that a one-time harassment event can be the basis for a hostile work environment. According to Tim’s analysis, “employers should prudently investigate harassment claims even if it’s one employee’s word against another. [E]mployers who fail to investigate and address inappropriate comments may face escalating problems and then lawsuits.”

The full article, “Court Ruling Finds One-time Harassment Can Constitute a Hostile Work Environment,” was published by the Phoenix Business Journal on October 12, 2015 and is available online.

Tim’s full analysis of this case was published in the Labor Talk Blog post from July 28, 2015 titled “Single Severe Act Can Be Sexual Harassment – But How ‘Severe’?“

Bass, Berry & Sims attorney Tim Garrett authored an article detailing how employers can navigate the changing cultural landscape in a way that balances the differing needs and rights of various “constituencies.” As Tim points out, while the “workforce continues to grow and diversify , it would appear that the workplace has become the frontline of America’s cultural war.” In this first article in a three-part series on the topic, Tim examines how religious accommodations can be approached when personal views are expressed outside of the office but those views may impact the treatment of employees inside the workplace.

The full article, “Is Your Workplace the New Battleground for the Culture Wars?,” was published by InsideCounsel on September 15, 2015 and is available online.

Bass, Berry & Sims attorney Tim Garrett authored an article outlining several new labor rulings and developments and explained how these issues impact the healthcare industry. Specifically, Tim highlights cases related to pregnancy accommodation, religious discrimination and accommodations, and union activity. Should an employment situation arise, Tim recommends “engaging employees in an ‘interactive process’ to collaboratively come up with a solution.”

The full article, “Healthcare HR – New Developments Lead to New Challenges,” was published on September 4, 2015 by Becker’s Hospital Review and is available online.

Home healthcare agencies and other third party employers of home care workers recently lost a key fight to prevent the Department of Labor (“DOL”) from eliminating Fair Labor Standards Act (“FLSA”) exemptions for employees who provide companionship services and live-in care within a home. On August 21, the District of Columbia Court of Appeals reversed a district court decision invalidating the regulations, meaning that employers in at least 27 states (where state law has not afforded the home care workers with minimum wage or overtime protections) should now modify their pay practices to conform with the new regulations. Continue Reading New Ruling Impacts Home Care Worker Exemptions Under the FLSA

From the Bass, Berry & Sims Blog Network
From the Bass, Berry & Sims Blog Network

Thought Leadership by our Attorneys.