Podcasts about labor alexander acosta

Dr. Sean Hays PhD. and Mark LaRue cover what we missed in the Democratic Debates last episode, aka Sen. Bernie Sanders, Jeffrey Epstein and Former Secratary of Labor Alexander Acosta, and then a bunch of racism, plus another installment of Summer School with Phoenix Hays. @PlasticCupPod Subscribe on: Apple Podcast Spotify Stitcher “I know politics bore you But I feel like a hypocrite talking to you, You and your racist friend.” Thank you to They Might Be Giants for the title.

Dr. Sean Hays PhD. and Mark LaRue cover what we missed in the Democratic Debates last episode, aka Sen. Bernie Sanders, Jeffrey Epstein and Former Secratary of Labor Alexander Acosta, and then a bunch of racism, plus another installment of Summer School with Phoenix Hays. @PlasticCupPod Subscribe on: Apple Podcast Spotify Stitcher “I know politics bore you But I feel like a hypocrite talking to you, You and your racist friend.” Thank you to They Might Be Giants for the title.

Jim Geraghty of National Review and Greg Corombos of Radio America break down the news of Secretary of Labor Alexander Acosta resigning over the Epstein scandal. They discuss concern amongst Texas Republicans that the Lone Star State may be in play for Democrats in 2020. And they cover AOC’s Chief of Staff admitting the Green New Deal’s true purpose.

Today we're talking Ross Perot - his death, his legacy, and whether or not we'll ever see another independent candidate with as much success. We're one step forward, two steps back in the democratic race for 2020 - one candidate dropped out this week, and another surprising candidate has stepped up to replace him. More calls are being made for Secretary of Labor Alexander Acosta to step down in the wake of his involvement in the Jeffrey Epstein sex offender case, the civil lawsuit against Kevin Spacey has been dropped after the accuser plead the Fifth in court, and sad news for a record breaking marathon runner in California. A new Patrick Swayze documentary is in the works, Bryan Cranston is coming out with his own brand of alcohol and a surprising celebrity (hint: it's a rapper who LOVES to smoke week) is supporting the US women's national soccer team in their attempt to get equal pay. 

Proposed joint employer rule includes 4-factor test: hiring and firing, supervision and control, payment, and recordkeeping Noting it has not meaningfully revised its joint employer regulation since 1958, the Labor Department has announced via press release a  proposed rule (https://www.dol.gov/whd/flsa/jointemployment2019/joint-employment_NPRM.pdf)  to revise and clarify the responsibilities of employers and joint employers. The FLSA allows joint employer situations where an employer and a joint employer are jointly responsible for the employee’s wages. DOL proposes a four-factor test to consider whether the potential joint employer actually exercises the power to: Hire or fire the employee; Supervise and control the employee’s work schedules or conditions of employment; Determine the employee’s rate and method of payment; and Maintain the employee’s employment records. The proposal would ensure employers and joint employers clearly understand their responsibilities to pay at least the federal minimum wage for all hours worked and overtime for all hours worked over 40 in a workweek, the agency said. Reduce uncertainty. “This proposal will reduce uncertainty over joint employer status and clarify for workers who is responsible for their employment protections,” said Secretary of Labor Alexander Acosta. “Providing public notice and comment is the best way to move forward with another significant deregulatory proposal.” In June 2017, the DOL  withdrew (https://www.dol.gov/newsroom/releases/opa/opa20170607)  the previous administration’s sub-regulatory guidance regarding joint employer status, which did not go through the rulemaking process that includes public notice and comment. DOL examples for comment. The proposal also includes a set of joint employment examples for comment that would further assist in clarifying joint employer status, notably in the franchise industry. DOL’s examples include: (1) Example (nationwide restaurant franchise): An individual works 30 hours per week as a cook at one restaurant establishment, and 15 hours per week as a cook at a different restaurant establishment affiliated with the same nationwide franchise. These establishments are locally owned and managed by different franchisees that do not coordinate in any way with respect to the employee. Are they joint employers of the cook? Application: Under these facts, the restaurant establishments are not joint employers of the cook because they are not associated in any meaningful way with respect to the cook’s employment. The similarity of the cook’s work at each restaurant, and the fact that both restaurants are part of the same nationwide franchise, are not relevant to the joint employer analysis, because those facts have no bearing on the question whether the restaurants are acting directly or indirectly in each other’s interest in relation to the cook. (2) Example (same owner, multiple restaurants): An individual works 30 hours per week as a cook at one restaurant establishment, and 15 hours per week as a cook at a different restaurant establishment owned by the same person. Each week, the restaurants coordinate and set the cook’s schedule of hours at each location, and the cook works interchangeably at both restaurants. The restaurants decided together to pay the cook the same hourly rate. Are they joint employers of the cook? Application: Under these facts, the restaurant establishments are joint employers of the cook because they share common ownership, coordinate the cook’s schedule of hours at the restaurants, and jointly decide the cook’s terms and conditions of employment, such as the pay rate. Because the restaurants are sufficiently associated with respect to the cook’s employment, they must aggregate the cook’s hours worked across the two restaurants for purposes of complying with the act. (3) Example (janitorial services): An office park company hires a janitorial services...

Ben and Travis discuss Attorney General nominee William Barr, updates to the Special Counsel investigation and the connection between Secretary of Labor Alexander Acosta with convicted child sex offender Jeffrey Epstein.

Spanish version of an OSHA PSA by Secretary of Labor Alexander Acosta. Listen to the English version https://soundcloud.com/safety-health/osha-releases-psa-to-raise-awareness-of-trenching-safety

Through regulation and enforcement, the Equal Employment Opportunity Commission, National Labor Relations Board and U.S. Department of Labor can have a significant negative or positive impact on our economy. The Trump Administration had a quick start on addressing regulatory reach by issuing three executive actions in its first month to freeze regulations and reduce regulatory costs. But, the pace of political appointments has meant a slow start to policy changes at the agencies. Join Secretary of Labor Alexander Acosta and leaders from the EEOC and NLRB to hear about personnel and policy at their agencies.Hon. R. Alexander Acosta, Secretary, United States Department of LaborHon. Nicholas C. Geale, Chief of Staff and Acting Solicitor, United States Department of LaborHon. Victoria A. Lipnic, Commissioner and Acting Chair, United States Equal Employment Opportunity CommissionHon. Philip A. Miscimarra, Chairman, National Labor Relations BoardModerator: Hon. John K. Bush, United States Court of Appeals, Sixth Circuit

Through regulation and enforcement, the Equal Employment Opportunity Commission, National Labor Relations Board and U.S. Department of Labor can have a significant negative or positive impact on our economy. The Trump Administration had a quick start on addressing regulatory reach by issuing three executive actions in its first month to freeze regulations and reduce regulatory costs. But, the pace of political appointments has meant a slow start to policy changes at the agencies. Join Secretary of Labor Alexander Acosta and leaders from the EEOC and NLRB to hear about personnel and policy at their agencies.Hon. R. Alexander Acosta, Secretary, United States Department of LaborHon. Nicholas C. Geale, Chief of Staff and Acting Solicitor, United States Department of LaborHon. Victoria A. Lipnic, Commissioner and Acting Chair, United States Equal Employment Opportunity CommissionHon. Philip A. Miscimarra, Chairman, National Labor Relations BoardModerator: Hon. John K. Bush, United States Court of Appeals, Sixth Circuit

The purpose of National Disability Employment Awareness Month is to educate about disability employment issues and celebrate the many and varied contributions of America's workers with disabilities. This year's theme is "Inclusion Drives Innovation." The history of National Disability Employment Awareness Month traces back to 1945, when Congress enacted a law declaring the first week in October each year "National Employ the Physically Handicapped Week." In 1962, the word "physically" was removed to acknowledge the employment needs and contributions of individuals with all types of disabilities. In 1988, Congress expanded the week to a month and changed the name to National Disability Employment Awareness Month. "Americans of all abilities must have access to good, safe jobs," said U.S. Secretary of Labor Alexander Acosta. "Smart employers know that including different perspectives in problem-solving situations leads to better solutions. Hiring employees with diverse abilities strengthens their business, increases competition and drives innovation." Inspired Communications International is proud to be a part of this year's National Disability Employment Awareness Month," said John Register, CEO. "We want to spread the important message that we value all perspectives, including those of individuals with disabilities." Employers and employees in all industries can learn more about how to participate in National Disability Employment Awareness Month and ways they can promote its messages — during October and throughout the year — by visiting www.dol.gov/ndeam. Todays show is dedicated to educating Human Resource professionals on the benefits of hiring those with disabilities.

Episode 46: No surprise. The traditional media will never tell people about the multi-billion dollar anti-union industry which corporations use to intimidate any workers who try to organize a union. So, Jonathan explores the anti-union industry in several segments of this week's podcast. We look at the steps Donald Trump is about to take to let these assassins of worker rights go deeper into the shadows. The Robber Baron of the week, appropriately is Secretary of Labor Alexander Acosta. Bonus: check out Jonathan's CNN.com op-ed on the topic!

University of Wyoming Labor Law Professor and Payday Senior Labor Reporter discuss why some left labor lawyers types like Trump's new replacement pick to be Secretary of Labor Alexander Acosta. They also discuss how US labor law discourages strikes.