| LABOR UNDER FIRE [email protected] |
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| Full-Time, Part-Time, Contingent, Temporary, Labor Day Employment |
| Labor Under Fire does not give any form of legal advice but is offered as a means for an employee and/or employer to research labor problems present to a considered legal action. Labor Under Fire advises all employee's to contact a Labor lawyer, to obtain legal advise and/or guidance for any labor problems. Labor Under Fire conceders the employer to already to have an attorney on retainer. |
| Tims Missouri Employment Law By Attorney Tim Willoughby http://www.timslaw.com |
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| WHATS UP MAGAZINE IS A ST. LOUIS STREET NEWS PUBLICATION DISTRIBUTED BY AND FOR THE HOMELESS AND DISADVANTAGED whatsupstl.com |
| "It is not a matter of right or wrong, it is not a matter of moral or immoral but a matter of manipulation". Feb. 11, 2003 By Anthony M. Streckfuss |
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| EMPLOYER-EMPLOYEE RELATIONS |
| Mutiny at Work In the year 1787, a young British Naval Officer by the name of Lieutenant William Bligh was given the assignment of sailing to Tahiti to collect breadfruit saplings for transport to the Caribbean. His first officer on the voyage was Fletcher Christian, and the ship was the now famous HMS Bounty. What exactly transpired on that ship two years into the voyage is still up for debate; however, the facts are clear. Mr. Christian with the help of twelve crewmembers took over the HMS Bounty and cast Captain Bligh and his crew adrift on the high sea in a small 23-foot open boat. What is still in dispute is the reason for the mutiny. Did Mr. Christian retaliate under the inhumane treatment of Captain Bligh, or did he lead the mutiny only for his own selfish desire to live an indulgent life in Tahiti? Mutiny?? |
| Manual Day Labor in the United States By Arthur Rosenberg, Florida Legal Services No job certainty, low pay minimal benefits, and exploitation characterize manual day labor in our country today. The restructuring of our economic system into a service economy and the efforts of employers to avoid the costs of permanent employees, have led to a marked increase in temporary employment. In general, temporary employment can be distinguished by impermanency, hazards in or undesirability of the work, the absence of fringe benefits, and limited governmental protections. While Temporary employment is often painted as an innovative adjustment to the new economic conditions, it may reintroduce into the workplace uncertainty and arbitrariness long regarded as unfair to working people. Manual Day Labor |
| * *** Employer/Employee Relations and Customer Relations in new Environment: business as Usual? September 11 By Doug Fox & Scott Blakeley Employees, whether in the credit department or elsewhere, are concerned about opening mail, plying for business and working in high-profile locations. The Sept. 11 events have weakened productivity and employee well being. Employees handle the stress of these events differently. Does the employer now have a responsibility to ensure an employee's safety in this new environment? Many businesses are consulting with security firms to advise on steps to protect the company. What may have been considered as office jokes may now be considered as threats. For example, an employee was recently fired for having spread white powder on another employee's desk. Business as usual? |
| How to Motivate Employees Without Using Money! Unlimited Motivation 70% of your employees are less motivated today than they used to be. 80% of your employees could perform significantly better if they wanted to. 50% of your employees only put enough effort into their work to keep their job. Employer-Employee.com |
| * Blackballed: A Personal DRC Experience A Contributor's Tale that shows how subtle backhanded negatives can deprive good former employees of jobs, how references talk to prospective employers (though promising not to), and how Documented Reference Check (DRC), the reference verifier, conducts business. Bullying Studies |
| Who Wants Worker's Comp? By Constance Parten Employees covered under traditional worker' comp waive their right to sue for on-the-job injuries. Two Amarillo court cases extend the waiver to non-subscriber companies. could this change the worker' comp system in Texas? Insurers are watching with interest a pair of cases in Amarillo's Seventh Court of Appeals in which the judge determined that employers who don't provide workers' comp coverage can still require employees to waive their right to sue over on-the-job injuries. InjuredWorker.org |
| Employee Burnout For the Employer: How to prevent burnout employees... For the Employee: How to prevent and Rid Yourself of Burnout... Employer-Employee.com |
| Protection For Private Sector Employee Whistleblowers: The most important development in whistleblower protection has been the creation of state causes of action for retaliatory discharge. National Whistleblower Cernter |
| Question and Answer By Ari Karen Question: Can I terminate an employee with sub-par performance after they have filed a discrimination claim: Answer: As long as an employer is not making a decision in retaliation for complaint of discrimination, an employer's performance-based decision to terminate an employee is lawful. EmploymentLawUpdate |
| Employee Loses Discrimination Case, Wins $3 Million + for Retaliation 04-05-00 By Ann Kiermam Did you know that an employer can be found liable for retaliation against an employee who raises a discrimination issue, even if there was no underlying discrimination? One employer just got a multi-million dollar lesson on the subject. FairMeasures.com |
| Supreme court Rules On ?Retaliation Claim By Bill C. Berger May 11, 2001 Retaliation claims have become increasingly popular. In the typical retaliation claim, the plaintiff alleges that he was the victim of mistreatment at work. For example, he might assert that he was subjected to discrimination. He then alleges that he complained to management, and after his complaint, the company retaliated against him. DenverBusinessJournal |
| Government's Assault on Freedom to Work By Thomas J. DiLorenzo This essay suggests ways of thinking about one of the most important economic freedoms-the freedom to earn a living. Economic freedom may be defined generally as the freedom to trade or to engage in any consensual economic activity. In the context of the labor market, economic freedom means the freedom of an employee or a group of employees to "trade" labor services in return for remuneration. LibertyHavaen |
| ************************************************* How the following stories and articles rate by LUF: * A must read for the employee easy to understand and read ** Helpful but needs something more *** You will have to reread to follow **** This will puts you to sleep, dry boring ***** Time to go to college ************************************************* |