Lol, that was literally illegal. Although I don’t know whether the NRLB has any bearing anymore.
But by making taking about salaries illegal. It was explicitly considered by the courts to be anti-labor practices. It was used to prevent employees from forming a union.
Unfortunately, laws only matter when they’re enforced and people have equal access. It’s easier to management to just break the law and, in the unlikely event someone challenges it, deal with it using their vast resources.
That’s why I think the penalities for anti labor actions should be capital (sorry, pun). If you do anything to fuck with labor, your life should be ruined. Assets seized, lifetime prohibition of management roles.
Moreover, contrary to popular belief, unenforced regulations are worse than nothing and should be repealed by any responsible governance, because they effectively institutionalize the abuse they claim to prevent by concealing the abuse and increasing the competitive advantage the abuse offers. This is why indexes often use them as a proxy gauging regulatory capture.
They should sue. Even at will doesn’t let you fire for illegal reasons and that’s an illegal reason. Employment attorneys take cases on contingency and live for these sort of slam dunk, easy win cases.
Lol, that was literally illegal. Although I don’t know whether the NRLB has any bearing anymore.
But by making taking about salaries illegal. It was explicitly considered by the courts to be anti-labor practices. It was used to prevent employees from forming a union.
Unfortunately, laws only matter when they’re enforced and people have equal access. It’s easier to management to just break the law and, in the unlikely event someone challenges it, deal with it using their vast resources.
That’s why I think the penalities for anti labor actions should be capital (sorry, pun). If you do anything to fuck with labor, your life should be ruined. Assets seized, lifetime prohibition of management roles.
Moreover, contrary to popular belief, unenforced regulations are worse than nothing and should be repealed by any responsible governance, because they effectively institutionalize the abuse they claim to prevent by concealing the abuse and increasing the competitive advantage the abuse offers. This is why indexes often use them as a proxy gauging regulatory capture.
Over here it’s not “illegal”, they just fire you with a different reason if you even as much as mention what you earn to a coworker.
They should sue. Even at will doesn’t let you fire for illegal reasons and that’s an illegal reason. Employment attorneys take cases on contingency and live for these sort of slam dunk, easy win cases.
You would still have to prove beyond reasonable doubt that your firing was due to the salary discussion and not something else.
It’s like when a cop wants to pull you over: if they follow you long enough you’ll make enough of a mistake for the pretense.
No, this would be a civil suit, so it’s just preponderance of the evidence. Not hard to meet that for a case like this.
Last guy who tried this was accused of stealing and got into huge trouble despite there being no proof.