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This text provides information on the early history of the National Association of Elevator Contractors (NAEC) and the key individuals involved in its establishment. The NAEC was founded in 1950 to challenge the dominance of Otis and Westinghouse in the elevator industry. It expanded its membership beyond the Montgomery Elevator Co. and experienced steady growth throughout the decade. The organization emphasized ethical business practices, employee and architect relations, and the importance of community. The text also mentions the founding of Wright & Mack Elevator Co. and the contributions of individuals like Charles Shrout, Clayton Shrout, Graeme Hunter, and Joe Tamsitt to the NAEC's development. It highlights the role of publications like Elevator World in supporting the industry. [Extracted from the article]

The article discusses the recent increase in union organizing activities, with a significant rise in union election petitions reported by the National Labor Relations Board. Various factors, including demographic and economic trends, the aftermath of the pandemic, and the Great Resignation, have contributed to this surge. The author emphasizes the importance of developing positive employee relations to prevent unionization drives and advises managers to understand and address the needs and motivations of their employees to avoid union involvement. [Extracted from the article]

The school board reacted by telling the superintendent, who is responsible for personnel, to dismiss the union leadership, an action never previously taken in response to a teacher strike in the state. Fourth, with no precedent for the discharge of union leadership as a result of a teacher strike, this action would be a threat to other unions in the state and could bring the full force of the state teachers' association as well as other local associations in support of the union at rallies and other union actions. A new teachers' union president has taken an antagonistic approach to district administration and the board of education, filing multiple grievances and unfair labor practice charges throughout his first year. [Extracted from the article]

Kate Heffernan, a 34-year-old branch manager at Liberty Home Mortgage, unexpectedly found her career path in the residential mortgage business after graduating from Ohio State University in 2012. She is dedicated to helping people of color and gig workers secure mortgages, recognizing the disparities in loan denial rates for marginalized groups. Heffernan's commitment to her community is evident in her impressive loan closure numbers and advocacy work, making her a valuable asset to Liberty Home Mortgage and the Cleveland area. [Extracted from the article]

The article offers information on a number of rules and developments on the employment and labor front facing foundries in 2024. Topics include proposed changes to overtime requirements, federal action on AI, noncompete agreements, compensatory damages in unfair labor practices cases, attempts to nullify class and collective action waivers in arbitration agreements, and the "Chevron deference" decision.

The faculty at the Cleveland Institute of Music (CIM) have voted to join the American Federation of Musicians (AFM) Local 4, a performing musicians' union. The vote was 56-25 in favor of unionization, with 25 provisional ballots yet to be counted. The unionization effort is seen as a historic vote that will help retain and sustain CIM's world-class faculty and provide stability for all stakeholders. CIM has acknowledged the vote and will negotiate in good faith with the faculty's union representatives. This comes after a tumultuous year for CIM, which included a petition for the resignation of top officials and an unfair labor practice complaint. [Extracted from the article]

Ascension Illinois, a Catholic health system, is selling nine hospitals and four other care sites to Prime Healthcare, a California-based chain known for turning around struggling hospitals. This deal, which has been in the works for two years, would significantly downsize Ascension's presence in Illinois. Prime Healthcare, the fifth-largest for-profit health system in the US, plans to invest $250 million into local facility upgrades and technology. The deal is subject to review by the Federal Trade Commission and approval by Illinois' Health Facilities & Services Review Board. [Extracted from the article]

The article discusses lawful workplace surveillance policies in areas including video and cyber surveillance, citing the case of aircraft manufacturer Boeing being asked by National Labor Relations Board (NLRB) to cease and desist from activities in response to marches. Topics discussed include employee protection under National Labor Relations Act (NLRA), potential of deviations from normal use of camera as unfair labor practice, and prohibition of using company e-mail for union activities.

The article reports on a the section 724 of the Hong Kong, China's Companies Ordinance that gives the courts remedial powers when a company member shows that the company's affairs are being conducted in a unfairly manner to the interests of members. It mentions the decision of the Hong Kong court case Luck Continent Ltd v Cheng Chee Tock Theodore in which the court defines the provision that can be applied to remedy unfair prejudice from a minority shareholder's votes.

This article from Crain's Chicago Business highlights 40 notable leaders in employment and labor law in the Chicago area. These leaders handle a wide range of legal matters related to the workplace, including labor-union negotiations, noncompetes, severance agreements, unfair labor practices, whistleblower situations, workplace policies, retirement and pension plans, and wage-and-hour violations. The individuals featured on this list have been nominated and accepted based on their qualifications, including living and working in the Chicago area, serving in senior roles at law firms, and having a minimum of 10 years of experience. They are also recognized for their measurable impact on clients or pro bono projects and their leadership in professional organizations and community initiatives. [Extracted from the article]

This document provides a brief overview of 40 notable leaders in employment and labor law in the Chicago area. These leaders specialize in various legal matters related to the workplace, such as labor-union negotiations, noncompetes, severance agreements, unfair labor practices, whistleblower situations, workplace policies, retirement and pension plans, and wage-and-hour violations. They are committed to fairness and also engage in volunteering and pro bono work. The attorneys featured in the document were selected based on nominations and must meet specific criteria, including living and working in Chicago, holding senior positions at law firms, and demonstrating measurable impact and leadership in their field. The profiles of each attorney highlight their accomplishments, areas of expertise, and involvement in pro bono work and community organizations. [Extracted from the article]

Noncompete agreements have become a topic of concern in recent years, leading to increased regulation at both the federal and state levels. These agreements are contracts between employers and employees that restrict employees from working for competitors or starting similar businesses within a specific geographic area and time frame. While there is currently no comprehensive federal law regulating noncompete agreements, the Workforce Mobility Act of 2023 has been reintroduced in the Senate to prohibit their use in most circumstances. The Federal Trade Commission (FTC) has also proposed a rule to prohibit noncompetes, citing their negative impact on wages, innovation, and entrepreneurship. Additionally, the National Labor Relations Board General Counsel has stated that noncompete agreements violate the National Labor Relations Act. Many states have taken action to restrict or ban noncompetes, with some outright bans and others implementing nuanced restrictions to ensure fairness. These restrictions often include reasonable time and geographic limitations, protection of specific interests, and notice and consideration requirements. It is advisable for employers to review their noncompete agreements with legal counsel to ensure compliance with changing regulations. Alternatives such as nondisclosure and nonsolicitation agreements may also be considered. [Extracted from the article]