Bargaining and Protected Concerted Activities in the Time of COVID-19: Guidance and Lessons for Employers
The recent need to make difficult and sometimes time-sensitive decisions during the pandemic has raised the question of bargaining and other obligations under federal and state labor law. Whether or not you have a unionized workforce, the National Labor Relations Act (“NLRA” or the “Act”) for covered private sector employers and Massachusetts state law, M.G.L. c. 150E, for public sector employers in Massachusetts, protects employees’ rights to engage in protected concerted activities. Moreover, for those employers with organized workforces, employers are generally obligated to bargain before making changes to employees’ wages, hours, working conditions, or other mandatory subjects of bargaining. Failure to do so may constitute an unlawful unilateral change and result in a finding that the employer committed an unfair labor practice.
Murphy, Hesse, Toomey & Lehane Advisory Board Member Creates Tribute to Soldiers and Frontline Workers
Nan ONeill and Peter McNulty, attorneys with Murphy, Hesse, Toomey & Lehane, LLP recently presented a webcast for the International Foundation of Employee Benefit Plans (IFEBP). The topic being discussed was CARES Act: Impact on Small- to Mid-Sized Employers and Their Workforces.
The coronavirus and its effects are likely to have an impact on workers’ compensation claims. Two of the most common questions that have been raised regarding COVID-19 and workers’ compensation are addressed below, including compensation for employees who contract COVID-19 at work and employees who are injured while working from home.