by Kristen E. Smith, Esq., Bond, Schoeneck & King, Syracuse
Late in 2012, the National Labor Relations Board (NLRB) left many employers scratching their heads—and pulling their employee handbooks off the shelf.
Just about every employee handbook includes a clear statement about at-will employment. Employment lawyers always hammer home the point that an at-will clause is essential to ensure the handbook doesn’t become an enforceable contract. Without a clear acknowledgment that employees could be fired for no reason or any legal reason, the argument goes, employees could come to rely on the handbook as a binding agreement that employers could not change going forward.
Then in stepped the NLRB. That’s the government board charged with enforcing the National Labor Relations Act (NLRA). Until recently, the NLRB pretty much limited itself to dealing with labor unions and the right to organize, leaving employers alone as long ...(register to read more)
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NLRB is one of the few departments which completely think about the rights of labour. But the employee handbook law is something that I don’t understand. It is completely something that will benefit the employers only. It definitely makes the survival of employees even more tough. But there are also several labour laws that are truly helpful for employees. I think laws should be made in the sense that will benefit to both the management and employees.