Showing 2 posts from June 2017.

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Michigan’s public sector bargaining law, the Public Employment Relations Act (PERA), MCL 423.201 et seq., has long recognized the right of a union to “prescribe its own rules with respect to the . . . retention of membership.” A right-to-work amendment to that law (2012 PA 349) provides that a public employee cannot be forced to “remain a member of a labor organization or bargaining representative or otherwise affiliate with or financially support a labor organization or bargaining representative.” In light of these provisions, can a union limit membership revocation to a one month window period each year? Is this a lawful union rule relating to the retention of union membership? Or, is it an unlawful attempt to force a public employee to remain a member and pay dues? Read More ›

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The conventional wisdom by which many employers abide is to limit the cost of resolving employment disputes by requiring that employees arbitrate their employment disputes individually, rather than as a class. Generally, arbitration is more convenient, cheaper, faster, and less burdensome than traditional litigation. However, many of these benefits may be lost with class actions. Class actions bring procedural complications in addition to potential significant liability. To avoid this, many employers incorporate class action waivers into their employment arbitration agreements. Read More ›

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