NYC emergency medical workers prepare for layoffs

From NBC News

The head of New York City’s emergency medical services union said Wednesday that the city is preparing to lay off hundreds of its members as the budget crisis grows during the coronavirus pandemic.

Oren Barzilay, president of FDNY EMS Local 257, blamed Mayor Bill de Blasio and his administration for the expected fallout.

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Cleveland EMS crews win PTSD coverage, $3.7M in back pay

From Cleveland 19 News on July 13, 2020

CLEVELAND, Ohio (WOIO) – A fight for Post Traumatic Stress Disorder coverage years in the making has ended with a win for Cleveland paramedics, EMTs and dispatchers.

A union contract for Cleveland EMS just passed, under an agreement out of court that still needs to be ratified by city council.

The agreement includes about $3.7 million in back pay for employees and mental health language, addressing PTSD.

CARE has been negotiating their contract since March of 2016.

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Financial Relief for Personnel

Financial Relief for Personnel Download as a PDF Families First Coronavirus Response Act (FFCRA) • Emergency Paid Family & Medical Leave • Emergency Paid Sick Leave Tax Assistance Options • Extension of 2019 Tax Filing Deadline • $1,200 checks to each individual making $75,000 or less and a sliding scale (downwards) for people making between…

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FFCRA EMS Emergency Paid Leave Toolkit

FFCRA EMS Emergency Paid Leave Toolkit This toolkit is intended for use by EMS organizations to facilitate the implementation and management of the emergency paid leave provided under the Families First Coronavirus Response Act (FFCRA). The individual forms included in the toolkit are templated, and members are encouraged to add their own logo. FFCRA EMS…

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Supreme Court Overturns 1977 Union Dues Ruling

Yesterday, the United States Supreme Court issued a ruling in a case that many municipal employers and labor unions have been anxiously awaiting because it may change the power of organized labor in this country.  The ruling in Janus v. American Federation of State, County, and Municipal Employees, (AFSCME), overturned a 1977 decision that required…

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Can Public Sector Employees Be Forced to Pay Union Dues?

The United State Supreme Court heard oral arguments on February 26, 2018 in a case that could dramatically change the face of unions and public employment in this country.  Janus v. American Federation of State, County, and Municipal Employees, Council 31 (AFSCME) puts at issue whether public sector employees can be forced to pay union…

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EMS Employer Year-End Wrap-Up and Preview

2017 was a bit of a wild ride in the employment realm.  The Trump Administration worked to change the trajectory set during the eight years of the Obama Administration.  This past year, we saw the undoing or attempts to undo many of the Obama Administration initiatives, including the Fair Labor Standards Act (FLSA) updates, changes…

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SHRM: 65% of EEOC Cases Resolved Without Cause

If you ask most healthcare attorneys the best way for healthcare providers to avoid being sued is to listen to their patient, communicate clearly, and most importantly, be nice. The same can be said for employment related legal actions.  In a great article released by the Society of Human Resource Management (SHRM), suggests that over 65% of the cases filed with the Equal Employment Opportunity Commission (EEOC) were found to be resolved without “reasonable cause”. Just like with the provision of healthcare, employers can often avoid time consuming and costly employment litigation by making sure that the leadership and management team communicates clearly to employees about performance expectations, listens to employee concerns or feedback, and possibly most importantly, treats their employees nicely regardless of the message they are delivering. The employment relationship is just like any other human relationship. Those where there is mutual respect and appreciation yield the richest experience.

OSHA Faces Further Delays in Electronic Reporting Rules

This past May, the AAA published an Advisory to members alerting them of the new OSHA electronic injury reporting requirements for employers that were set to start this past August.  According to OSHA’s announcement, the rule was intended to “Improve Tracking of Workplace Injuries and Illnesses”.  The new rules provided that certain employers would have…

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Overtime for PTO Bill Passes the House

Yesterday a bill that would possible amend the overtime provisions of the Fair Labor Standards Act passed the House. H.R. 1180, titled the Working Families Flexibility Act of 2017 was introduced by Alabama Representative Martha Roby this past February. The proposed change would permit private employers who currently pay employees overtime for hours worked over…

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New I-9 Form Required

New Form I9 Effective January 22, 2017 All employers are required to begin using the new Form I9 starting on January 22, 2017. The new form can be found on the US Citizenship and Immigration Services (USCIS) website. To ensure that you are utilizing the correct form, an expiration date of August 31, 2019 is…

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HR Wrap-Up: A Look Back at 2016

As we wind up 2016 I thought it would be a good idea to review the year’s human resource and legal developments to ensure that our members are compliant and prepared for what faces them in 2017.  We knew that this was going to be an interesting year as we experienced the most unusual Presidential…

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Federal Judge Hold Implementation of New Overtime Regulations

Just a few days before the new Fair Labor Standards Act (FLSA) Regulations were set to become effective, a 5th Circuit Federal Judge issued a ruling placing an injunction on the implementation of those Regulations which were estimated to effect nearly 4.2 million American workers.  The new Regulations nearly doubled the minimum salary level for…

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Required Employment Posting Changes

Over the last few months we notified AAA members of several changes to employment laws that ambulance providers need to be aware of.  In early May we published advisories to members regarding upcoming changes to the Fair Labor Standards Act (FLSA) and the Reporting Requirements under the Occupational Safety and Health Act (OSHA).  In July,…

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Massachusetts Passes the Pay Equity Act

This past week the Massachusetts State Legislature unanimously passed, and Governor Baker signed into law the Pay Equity Act, making Massachusetts the first state in the nation to have legislation that prohibits employers from asking candidates about their salary history at their current or prior jobs.  Instead, the hiring manager needs to offer the candidate…

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The Art of Persuasion

The United State Department of Labor (USDOL) Office of Labor-Management Standards (OLMS) has released its revised interpretation of the rule that seeks to level the playing field between unions and employers. The new interpretation of the rule, which will take effect on April 25, 2016, will require that employers who hire consultants or labor attorneys to counsel them during union organizing campaigns report if they will undertake “persuader” activities and the cost of those services. These “persuader” activities are defined as “actions, conduct, or communications that are undertaken with an object, explicitly or implicitly, directly or indirectly, to affect an employee’s decisions regarding his or her representation or collective bargaining rights.”

The intent is to make sure that employees can know the source of some of the information provided directly or indirectly to them during the organizing campaign. Read a summary of the impact of this rule.

Spotlight: Jerry Glass, Labor Relations Expert

Jerry Glass
President
F&H Solutions Group
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Tell us a little about yourself.

I was born and raised in New York City. I went to college at Boston University and then moved to Washington, D.C., to attend George Washington University, where I received my master’s degree. It is also where I met my wife, Karen. We have been married for 36 years, but with all the travel I do, I tell people we have only been together for about 15 years! We have two adult children and one son-in-law.

My number one passion is basketball. I live and breathe the sport. I have been playing in a basketball league and enjoying pickup games with a group of guys for more than 30 years. And if you invite me to see a high school, college, or professional basketball game, count me in. Karen and I also love cycling and spinning. We take a cycling trip each summer and have seen some great sites on our bikes.

How did you get into labor relations? Can you give us some background on your professional life?

When I graduated from GWU, my first job was with the Veterans Administration as an analyst. The job required a lot of travel and was really gut wrenching, working with our veterans who had done so much for our country. From there, I worked as a costing/financial analyst for the American Association of University Professors (AAUP) which is a trade association and a union. Then, I moved to the Airline Industrial Relations Conference, which served as the labor policy organization for the U.S. scheduled airlines. I started out as the Director of Labor Relations Research and was promoted to Executive Director and Vice President. After 9 years in that job, I went out on my own as a labor and employee relations consultant. The rest was history as I built my consultancy into a national labor relations and HR consulting firm, F&H Solutions Group.

In addition to running my firm, I also served as the Executive Vice President and Chief HR Officer at US Airways during the airline’s two bankruptcies. Wow, did I learn a lot about restructurings! Thankfully, the airline not only survived, but eventually became part of the largest airline in the world.

I have been fortunate to have an amazing team working with me. Together, we provide labor relations advice and negotiations expertise to many of the most important industries in the country, including transportation, construction, property management, media and more.

How have you seen labor relations issues impact business?

[quote_right]”People involved in labor relations must be great communicators and even better listeners.”[/quote_right]Employees are a huge part of an organization’s success. When unions represent employees, it adds a level of complexity to how you manage employees. People involved in labor relations must be great communicators and even better listeners. Labor relations has an impact on a company’s bottom line and it is crucial for employers to tread carefully, work cooperatively, and be proactive when dealing with unions.

How can FHSG help AAA members with their labor relations issues?

We would like to help members understand the dynamics involved in labor-management relations. Whether it’s learning how to communicate effectively with unionized employees, providing research on CBAs in the industry, or understanding the different aspects of a union campaign, we can help you devise a labor strategy. We will offer a free initial consultation to all AAA members. In addition, we will provide insightful blogs and webinars on topics related to labor relations, proactive employee relations and leadership/managerial skills.

Any parting thoughts or last words?

While it is not uncommon for management at newly unionized companies to feel intimidated, it is crucial that management continue to do their jobs and effectively manage employees. Over time, you will learn to work with the union and how to maintain a positive, inclusive and safe workplace culture for your employees. Management cannot allow union activity to disrupt the ability to manage and ensure the integrity of the day to day operation.