The New Normal
Transcript of The New Normal
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The New Normal
Emerging Legal Trends Affecting the Workplace
Mark Bakker
Wyche, P.A. November 12, 2013
www.wyche.com
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The New Normal:
Increased Regulatory Scrutiny
Federal Agencies:
• DOL
• EEOC
• NLRB
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The DOL New Normal:
Scrutiny of Independent
Contractor Classification
• Benefits of IC relationship
– Reduced payroll taxes and no benefits
– No Workers’ Compensation liability
– No overtime liability or other related claims
– Potential for reduced working space/other
overhead
– Hedge against future uncertainty
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Misclassification of
Independent Contractors
• Crackdown on IC
misclassification
• Enforcement Priority
• DOL Secretary:
“workplace fraud”
• Motivations
– Protection of workers
– Response to claims of
unfair competition
– Tax recovery
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IC Classification
Economic Realities Test (FLSA)
(1) Degree of control
(2) Investment in facilities/equipment
(3) Opportunity for profit and loss
(4) Permanency of the relationship
(5) Required skill
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IC Misclassification
Red Flags
• Relying solely on consultant label
• Integrated workforce (“side-by-side”)
• Integrated compensation systems
• Long-term or exclusive relationship
• Headcount/cost-saving motivation
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Consequences of
Misclassification
• DOL and IRS (state and federal)
• Tax penalties
• Overtime liability
• Unemployment Assessment – SCDEW
• Penalties/liquidated damages
• Attorneys’ fees and costs
• Benefits (e.g., retirement benefits)
• Potential for class/collective action litigation
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Practical Steps
• Written Agreements
– Limit exclusivity
– Encourage economic independence
– Enhance flexibility
– Establish conclusion of the work
– Disavow employment relationship and benefits
• Require worker to set up LLC/corporation
• Periodically audit and evaluate
• Consider alternative (temp staffing)
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The New Normal:
EEOC & Background Checks
Enforcement Guidance (2012)
Consideration of Arrest and Conviction
Records in Employment Decisions
Under Title VII of the Civil Rights Act
• “New normal” or “clarity” of existing reg’s?
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EEOC Enforcement Guidance
• Race and national origin discrimination
• Arrest v. conviction records
• Disparate treatment v. disparate impact
– Reliance on national data
– Targeting general, blanket anti-hire exclusions
“Even when employers apply criminal record exclusions
uniformly, the exclusions may still operate to
disproportionately and unjustifiably exclude persons of a
particular race or national origin.”
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Liability for Negligent Hire
Claim for negligent hiring and negligent
entrustment:
a) The company is on notice of an issue that
requires it to reasonably inquire into the
fitness of a particular employee for a
particular position
b) The company fails to inquire
c) That failure to inquire causes legal
damage
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Best Practices
• Eliminate “blanket” policies or practices
• Develop narrowly tailored written policy:
– Considers job requirements/contexts
– Specify offenses that demonstrate unfitness
– Limits duration of exclusions
– Conduct individualized assessment
• Limit inquiries to “job related” & “consistent
with business necessity”
• Establish appropriate confidentiality
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National Labor Relations Board
• Signs of Aggressive activity
– Boeing
– New NLRB Notice
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NLRB
• Why?
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National Labor Relations Act
• NLRB counsel: not “new normal” but “catch up”
• Covers most private-sector employees
• “Section 7” rights
– guarantees employees the right to “engage in”
“concerted” and “protected” activities with
other employees
– Protected activities include:
• Discussing wages, discipline, unions
• Complaining about policies, supervisors
• Complaining about terms/conditions of employment
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Handbook Clauses that May
Implicate Section 7 Rights
• Bans on Disclosing Wages
• Social Media
• Bans on Use of Company Name*
• “Employment-at-will” disclaimers*
• Confidentiality*
– General/investigations
• Off-duty conduct
• Access Provisions
• Solicitation and distribution
• Harassment*
• Dispute Resolution Procedures
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Social Networking Policies
(NLRB)
• Activity may be protected if
– Done on employee’s time and equipment
– Related to terms/conditions of employment or
exercise of NLRA rights
– Involves “concerted” activity
• Swearing/name calling may not justify
termination
• Overbroad policies will be scrutinized
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Social Media and NLRB
• Examples of policies that were overbroad: general
prohibitions against
– Self-identifying as employee
– Using company logo
– Posting Facebook comments about work
– Disparaging company products on-line
– Harming the image and integrity of the company
– Inaccurate or misleading or offensive remarks
• Others that NLRB deemed problematic:
– Encouraging employees to solve work problems in the
workplace rather than post online
– Discouraging the “friending” of co-workers
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Butler Medical (Sept. 2013)
• E’ee A: terminated & complained on FB – Allegedly told patient about poor condition of vehicles
• E’ee B responded: “Sorry to hear that but if you want you may think about
getting a lawyer and taking them to court.”
• E’ee C: “Hey everybody!!!!! Im [f—— ing] broke down in the
same [s—— ] I was broke in last week because they
don’t wanna buy new [s—— ]!!!! Cha-Chinnngggggg
chinnng—at Sheetz Convenience Store.”
Butler : B&C terminated--posts violated company policy
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Drafting Your Social Media
Policy
CLARITY
• You CAN prohibit social media postings that:
– Make comments about coworkers or supervisors or the
employer that are vulgar, obscene, threatening,
intimidating, or harassing
– That constitutes illegal discrimination or harassment
– Carry out illegal conduct
– Are maliciously untrue
• Specific examples are key
• Disclaim that not interfering with NLRA rights
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Access Provisions
• Employers may prohibit:
– Non-employees from entering premises
– Off-duty employees from entering internal
premises
• Employers may not prohibit:
– Non-employees from public property
– Off-duty employees from external premises
Non-Discriminatory enforcement!
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Solicitation and Distribution
Provisions
• Employers may prohibit
– Non-employees from soliciting and distributing
– Employees from soliciting and distributing
during “work time” and in “work areas”
• Employers may not prohibit:
– All employee solicitation and distribution
– Employees from “talking” about a union or
terms and conditions of employment
Non-discriminatory enforcement!
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Arbitration Agreements
• DR Horton Case (2012)
– Agreement requiring employee to arbitrate
claims violates Section 7 rights
• Interferes with access to NLRB
• Must expressly carve out right to bring NLRB
charges
– Class action waivers violate Section 7 rights
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The New Normal:
Managing Other Social Media Issues
• Some old boundaries and axioms no longer
relevant (business/personal)
• “Frontier law” but apply familiar frameworks
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Social Media – Hiring
• Appeal of SM in Hiring
• Risks
– False identity
– Inaccurate information
– Impermissible subject matter
• E.g., UK professor/religious discrimination
• Limit Risks
– Third party vendors
– Separate cybervetters from decision makers
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Social Media – Access to Passwords
Accessing passwords – with permission
Banned in 12 states
Not recommended
Accessing passwords – no authorization
Trapp v. DHS
resorting to self-help could expose
an employer to civil and possible
criminal liability
Fair Game: unsecured, publicly
available social media
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• Benefits
– Employees carry single device
– Convenience/practical response to technology
– Reduce costs of devices to employer
• Risks
– Security concerns
– Potentially higher IT costs
– Disaster for discovery in litigation
– Erosion of personal/business spheres
Bring Your Own Device Policy (BYOD)
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Other BYOD Employment Law
Issues
• Personal Privacy protections – Computer Fraud and Abuse Act
– Stored Communications Act
• Wage & Hour considerations
• Harassment/hostile work environment
• Security of confidential information
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BYOD Policy
• Broad Authorization to:
– Monitor use and content
– Wipe data upon termination/lost device
– Turn over devices for investigations
• Diminished expectation of privacy
• Obligation to notify if lost/stolen
• Require data encryption/password
protection
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Social Media – Ownership
Who gets the friends
when the employment
relationship breaks up?
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Best Company Practices to Protect
Social Media
• Company establishes Account (name and content)
• Structural protection – Adopt uniform branding, content and style guides
– Assign employees to administer SM accounts
• Anticipate separation of employment – Reference SM in restrictive covenants
– Have manager also keep account/password information
– Take quick action upon separation of employment
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Best Practices, ctd.
• Written agreement/policy that clarifies rights and duties
– Blogs, accounts are company property
– Employee must transfer all account information upon termination
– Administering SM is part of employee’s job
Remember NLRB admonitions: Write policies in pencil rather than in pen
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Impact of Supreme Court Decision
on Same Sex Marriage on
Employment Law
• Defense of Marriage Act enacted 1996
– Definition of “marriage” and “spouse”
– Affected numerous tax/estate/employee
benefit laws
• U.S. v. Windsor decided 2013
– Unconstitutional to limit “marriage” and
“spouse” to opposite-sex couples
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Primary Employer-Related Laws
Affected
• Federal Tax
• ERISA
• COBRA
• HIPAA
• FMLA
IRS/ERISA determination: “place of celebration”
FMLA determination: “place of residence”
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Next Steps
• Best practice: obtain same-sex marriage information
• Review employment policies, handbooks, benefit
plans, SPDs and summaries and insurance policies
• Make legally necessary changes and any changes
desired in accordance with corporate HR strategy
Stay Tuned: More guidance expected
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And while we are on the subject of Sexual
Orientation and Emerging Trends
• Increased jurisdictional protection in
states/cities
• Employment Non-Discrimination Act
(ENDA)
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Bullying, Hazing, and Healthy
Workplace Initiatives
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Legal aspects of bullying
• No current anti-bullying laws
– “Healthy Workplace Act”
• Laws/causes of action
– Federal and state anti-discrimination laws
– Harassment
– Intentional Infliction of Emotional Distress
– OSHA General Duty Clause
– ADA accommodation
Next Major Arena for Employment Claims?
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The New Normal
Emerging Legal Trends Affecting the Workplace
Mark Bakker
Wyche, P.A. November 12, 2013
www.wyche.com