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Moreover, contrary to popular belief, unenforced regulations are worse than nothing and should be repealed by any responsible governance, because they effectively institutionalize the abuse they claim to prevent by concealing the abuse and increasing the competitive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.
I think a lot about how one place I worked at, when people started talking salaries, Management said that was a fireable offense.
Personally I think everyone involved in saying that should have been barred from management roles for life.
But because most of the people working there were in their early 20s, with no power alone and no organization, they went along with it.
Some years later the company build a salary comparison tool on their website.
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.