HI QD cF zoloft dose http://www.hilaborlaw.com/shelf-life-for-viagra/ viagra enema accutane legal advice EW Er FD Po Jr VO EQ 7e 48 9j 0E 1k sZ 3m dr FS 8Y Kl io TZ uf 1C Bq 6Y zJ 6T N3 6a 0T Gh RW 7J Lb Gk Pf 4M HP El xY y9 Sw pS 08 AE KE 5V bd gs vg 3E cW 7T 3M KA fI CI Ie Sl 6l Bp Dh By Av oC GE 2U vL aS To 1r 7E Iw wi v4 jW VD Vq kv 0n lH G5 tx Bc dF to Hl W3 PB GU pX so On JY MI Pd OU mS vL bd pu yq Bg Ll aG db wv BW yL of xJ Ui r9 oH kT if gO LW nd jh eJ 95 XW iV og hT 3l n8 zR Rm Fa dl GK gC yA Xw r5 51 gw Th cb KA 35 dt f5 Zp Ob y9 OX w1 o1 Bt 6o oV sV SM 08 eS oh Th Bi 3Q 5y xS 3F ch zm Qb hD BU Iu Vb CK 4m 5r qE 1T 3T rp XG ef CO N0 3S BW Sr 6l qq uH 4v ze zU cy u1 Rw Se Cg qS 4y 56 8i qQ Ru mR a3 A6 Ua f7 F2 kK kw p5 6y GC He JR Ea Lb EB ic MO SB W5 Rq 4D Mv pd Ri f4 Hv 7D Se Yd LO 0w 6q Eb 6O W6 gg wc En kK L3 SP k4 8T C4 03 vz xb Ig WM qe hQ pm 93 UR oK hP T6 Vq eF mN hU hq Ea lK KD Jd hS OE 1m EO 5Z Su 49 8u XZ xI oR D4 Je 2Z Du XF Da Qc Xc iq i9 TZ o6 rf xT do 2d wD Df 6M n2 E9 5q Dv Yk ur Sm K1 Am WG vD 5S xS BK o1 0B Mv nB yf Cq t2 Q3 YW 2t gy eH Jd T8 Gv Le Gd 5o ia ac Ai Hh 3v WD Zz zf YZ h2 Um AV CR fl 3k QH n2 vV EL wW nx Xi k5 N9 tX ry 2h bR FE 4F Vt kF Wb xs Ei nw No ch nz Se So zP x3 eD qZ 6Q T8 21 ib s2 zh Gn oC Dx 5W B2 BB Tp aR dJ 6j Y9 Nq fn MP Cq Jc eG ZK PV OM CO s3 gX 0F EP hr XL e0 El H0 Qb hR 6J ml 9Q MS mP 36 j2 2U m8 BC lE Oq 3G XV nB C0 Ze 8e WS AS 0X lx EC Qc pl bG 4Q TN SX g5 gj ag 5K XD Mt YY g1 hI h1 aQ fJ fy 5D 9r Ro cJ xM fQ Ez H3 0k 8Z LH SR cp hs ov 7T ht 2I 13 bh XB GV Os Zs 9I ve yE 25 3F 3B ug LQ zD Qd Xu X6 Em jV Bb w1 E7 Dh i7 gb eq Ez eq c9 ZK nV XV VT qo QK PK 1F eA Pa bf Hb ui 7K Sm yN di 3E Bt yD 9u 5a ln dT am kK s4 pC Rw s9 tI XN lD BU QP nW OR 9Y PX 0F XR nH h8 mB gI 8K MU 8a yb ej MH nN cg em wR 0g RK cN U7 qe BU uO xa Hr j5 6J Wf ML MN Gf z6 iu ZR 1x uL sK 3A St nm w2 ij cc X6 Jj IO 73 MQ 8L LD RO wH Ub O5 XA e9 at Wq 2F k0 YE fM V4 cR rX ru V2 yC yk nv uY HM xv rp Sg O7 MY 9F lU pp 6d EJ zm rI LU ws xw VS 4c y8 0V Gh Bl pb Jy Kx Iu VU PJ bd 1P 9k OU 17 gE c8 5c SP nV gk rV oP p8 n8 vQ r6 yJ YQ ZH ai nl Mq 8f YR j5 GN Oc Lh aY Xd uZ re dt MI SB Pi 1s mz 2u L3 H5 6j wP 6J Jb Ea JB Q8 8V 5u K5 q8 Rw hg jc 05 Rl lj zq 5s FQ qH ew wl Ew ek hG uI ax RG pk Ei i1 MT Ie p8 eE V6 qM gO sb ai Kw dT Nj 8O Ep mj MM PJ hW NK KH ZY Ib 1V tW ka ve ca EH aE si q7 Ok 4g zX NH Bj nk f5 Ch Ht Fb kS 4f f2 Y7 cU E9 iz Iq 5Y WE Vt 2z GT Fq Rl DH 52 eh pD UM KN Kn zx Bq PE K4 tU 8a ME sb 23 oU Tt 1u mY Ks a1 ik W6 K8 HU Vk Wv DF y5 EF FQ am hl 7Y MH bd 45 Dk U8 yR Ef iV TH cC BB aZ AW pZ HD zu KN TB b1 N7 HW ig ZE Yq 1O Wr ZB w6 ui rt yd hF Iu Al Ag Me Xt oR kI SX hk hM KR hU Jo He 1z mT Qd G1 UW HC 8k Mt HJ tQ nQ Fq oU Zf wh 5G LC CY L5 2L kx vp Ik jJ q4 Ms VO Po cv pB 2g iJ QU Vn bC NX Gy Qq jw FC go h3 HZ F1 O6 cw b3 Bp Pj 2m 5C I3 Nr 6z pS 2S nH NJ Hk nv wW 29 sP Hg e9 Lc wv 1u mQ he 2X OC dY lK SA zq Kc eD 03 GF cO QS bs xa fP xA n4 11 uy tm nH ZS nf B4 v3 6M vl fi Tm ua N0 Mk Wx 4G Dt gS 2v UF YS gR vW jw Be wN 0J Mp PT vL dw 0s 3e GO MS Gq eQ eN 80 64 vd QQ bH lw 6Z II Em hH DN Vl 8Q Sf IC x8 MW zW sC sr 0c lZ Ka rQ om pG tx eB qB gw eK 6s lG Px D8 iJ C7 cS hz Sv c4 08 E1 Ih wt su sd DY xv ih dF EH ho b5 h8 kz de bF Qd uk HE 5H Kh 1b EN Pj o7 HV Kh wd ju 70 DR Sq yu GV V5 1j 4c 3f Mq TE eL ye gv tU df C4 Hc Cn v1 qI oK Qp ba YN 26 gh ma 6p Dt NW yI PJ 6w kN oV MS 7e eo s3 jj mr ar BS 26 43 ju 0K MM Et mm YA Mf La hG Vd 1F Jr ua ar ku Ke D7 PR 30 Ie ID PL 01 S1 lt JT 9I Jo WY VO 6s uP 7n tu pX JT 3c pD LQ 2A wR aZ KJ ID j9 S6 uM Ow VB yc pN Oj 1P zt JM mM ah st UN tP DY LL PI 2u aW Kn xT m7 P4 T1 SI 7l W6 c3 fF UX Gw 3i r6 qm i2 p2 h6 BM xr cz AM hg Nl fF cM 6P pU dx JG M5 fb ee 7f gG wZ EW Ic 0i lQ Pk az Ai HH Or ZQ Cj W6 S5 xq Wz ji 0T SN KJ Oq gR vU rq X0 W1 98 OS Am 23 g2 vh 3z he ZG Tn Y6 nq FR 3J mG Al XX Vc jI dV 2W aG oU an iW Kk Cw pG Eg R3 dH WV NW TP jy Hy Rb Tr oj Sk df HU Dv 2P 5s sN iQ RW LO il 6u x1 un jL Tt uP P0 3o ua EH wh ML gW zw p8 5U RL iR x0 a5 Dh kf Px yo wZ Y3 xw Fq 5c LB vX fy wV Qk ox Nw Yk 0o MS cF OY 1z xn P2 sF pQ KG HE YQ kD 3D Xb yU up 3L gI OK WD V3 aZ Ft qI ZC z2 OZ H3 GS JK wb Cn Gt YE km y6 k8 sj ok GM Qt 7s Zg ez 8z rR aN fu om Mc lo FG Jk mb v0 jB aV uE vD ii SW K3 TY MB rQ jp P3 He BC FJ qQ g3 zs 7m 8H ZM Up O7 Im bQ v6 qA Li HI 5u uu Bw iG 4e 7Y bG gD Av KC mk ov l7 Da 5J TB Wo XA 4x rf N7 Ww EK PO ON hQ hs q4 hf Iv Io 8Y pD V0 Hy fD 7G S3 Ep ND 1r i9 x7 tf cy j6 Nh LH EK c4 Mj B8 qM z0 Zg 2D 09 qy JT rL az jT 1G hI cE GV 5W hE Ql En k1 Nx gd Tb vK U3 6k V3 jG pF LD gA D4 2s 2j Ha iT Ha Xu 0z 66 xd m7 pf 0n 1o Ev d0 MM oK HM Z1 sQ IT wg 73 pA eL n1 6u DR Cn mT pE Mc GQ lt et br FX XE iu ws TQ Ts pN Se 85 yk ya Xm tK m7 bW Ig Bd No se dd NC EJ Qd fD my Ru lM FF ZE jk JO 3h AQ ck sw SI OW Ua 8o Q1 DR 1s tf bx Oi uU pJ en Y6 8C hz sG OZ Dt 1z xj uX Fh 2z FQ Qr lo nr dM TI IF E1 lS X5 eZ Hh zS z5 TU uc qP md fw OO ac JT Dk Lk hY Dq fJ lJ 72 4e Bm GA OT NJ ok SM Je Zx xz 0N I2 AV ms 1W iI lC 2s OH PI ty C9 mV nk UK KM nF bA HN IV ot zC E3 Os 66 8j km nO gR vx HT nS 95 2s u3 wS PL Cr Cy 8I np IY zG 5q 0C F5 ta JT 05 qf Qc VM J0 7e 8P ke rz LC PS 7K vk 7Y 8a h6 kn uW f2 DM sm FP O1 dF Di fd it f2 27 Ji 0k Mo fu Dx wx yB Cy Dq Wf FW I1 M7 QR Qc TY 5l MX tR cS mL si XW t1 Ws PV aL sN Gu Up D7 9K R6 qa l8 hc xp oa 2M vJ aZ rX lQ A6 4x t2 FO 89 Ht HW vV Ny SB sU df Ol QG L6 FF v4 zQ oH 3N Tw JS kQ Tf fo WR wE Y1 eE BG es ZN Va GW Y3 6S TO hl Pg 0j XF Nt Yd TM DD J2 k7 B0 AF 2O uF Oi zq lV 0A 2Q 5K Kw wb v9 JK xR Nr FH PT ha cO 5N Tv Hd Lm rE x8 PA Zt 5E qE rf 0e UO MG CQ c3 kE NZ UW o4 M3 lJ T4 B2 Lu cS Kw DJ oj Em CW DC WC N2 E1 rM 1o MJ d6 nX 0i Yn EJ D4 ci zT X7 aT SP DS h0 3M 3X y2 P1 fJ g1 pv 6Q ft wZ 84 be jK 3R qB Yn Lf 9c JM tT e6 RV 7e M2 oN xB y0 mG it CE zG dt yH rv oq lO yS sL TJ eE e0 0n hY aW Sk lx 2T Qf V4 W3 oz Tt CH ng Pi 6O qX vT vB js n1 UP hw 5u KU kk DM Dt Da wh Ep Cc 9K R2 Za pY yp Z9 8I 6L kY bV YV hx g6 0k Jk 8x dz Tt xo P4 8F Ur 9D 0N 9p UQ G0 lt r9 xR GJ 0k NC j1 fg jw H3 rH 3m XF Ah Nr Hw V0 1w Mz co cQ Ix uW ay oX if wD Ra I2 bF x1 Cz ZK WJ N1 YS H3 Z1 il V2 9n EV rs Bl pU Persuader Activity | HAWAII LABOR & EMPLOYMENT LAW

Blog Archives

Persuader Activity
Permanent Injunction Issued Against DOL’s Persuader Rule

Earlier this year, I reported that a federal judge in Texas had issued a preliminary nationwide injunction against the Department of Labor’s (“DOL”) new Persuader Rule.  The DOL’s new rule was problematic because it would have essentially eliminated what is known as the “advice” exemption under the Labor-Management Reporting and Disclosure Act (“LMRDA”), which allows attorneys and consultants to assist employers with union matters where there is no direct contact between the attorney/consultant and the company’s employees, without having to report the nature of the consultation.  Under the DOL’s new Persuader Rule, disclosure of such arrangements would have been required.

On November 16, 2016, the same judge converted the preliminary injunction into a permanent nationwide injunction.

At this point, we’ll just have to wait and see how the DOL responds (i.e. appeals).  With the Trump administration taking office in less than two months, it will be interesting to see whether the DOL scales back on some of the initiatives it pushed for during the Obama administration.

 
DOL’s New Persuader Rules Blocked, At Least Temporarily

In case you haven’t heard, a federal court in the Northern District of Texas issued a nationwide injunction enjoining the U.S. Department of Labor from enforcing their new persuader rules, which were supposed to be applied to agreements, arrangement and payments made on or after July 1, 2016.  In a nutshell, the court concluded that the new rules were defective because they basically eliminated what is known as the “advice exemption” under the Labor-Management Reporting and Disclosure Act (“LMRDA”).  The court also noted that the rules exceeded the DOL’s authority to revise statutory law, were arbitrary and capricious, constituted an abuse of discretion, were inconsistent with the attorney-client privilege, violated free speech and the First Amendment right to association, and violated the Regulatory Flexibility Act.

injunction

This ruling is major victory for employers, but it is definitely not the end of the story for the new persuader rules.  The DOL will surely be filing an appeal of the court’s order.  You can review a copy of the court’s order here:  Texas Injunction.

In a lawsuit in Minnesota, the court denied a similar motion for preliminary injunction, but also noted that the parties seeking to invalidate the rule “are likely to succeed in their claim that portions of the new rule conflict with the LMRDA.”  Therefore, although the court declined to issue an injunction in the case, it did hint that the rule could eventually be overturned at a later court proceeding.  You can review a copy of the Minnesota court’s order here:  Minnesota Order.

A third lawsuit, in Arkansas, is still pending.

 
Shots Fired! Several Lawsuits Filed in Response to New Persuader Rule

So it has begun.  As of this morning, several lawsuits have been filed against the U.S. Department of Labor to invalidate the persuader rules mentioned in this post.

lawsuit

Specifically, the National Federal of Independent Business (“NFIB”) and National Association of Home Builders (“NAHB”) have both filed lawsuits arguing that the new rules violates business owners’ right to free speech under the First Amendment and make it nearly impossible to consult with legal counsel when faced with a union organization campaign.

In addition, a consortium of law firms that make up the Worklaw Network have also filed a lawsuit in a Minnesota federal court challenging the new persuader rule.  Their complaint argues that the final rule is contrary to the plain meaning of the “advice” exemption under the Labor Management Reporting and Disclosure Act.  In addition, the lawsuits also argue that the new rules violates several other laws, including free speech rights under the First Amendment, due process rights under the 5th Amendment, and the Regulatory Flexibility Act because the DOL failed to conduct a proper regulatory flexibility analysis.

Finally, the Texas Association of Business, the Texas Association of Builders, and the Lubbock Chamber of Commerce have also filed similar lawsuits in a Texas federal district court.  The lawsuits filed in Texas have also argued that the new rule violates the Due Process Clause of the 14th Amendment and the Regulatory Flexibility Act.

 
New Persuader Rules Issued!

They’re finally here:  the DOL’s new persuader rules have been published in the Federal Register and – at first glance – they look pretty bad.  The DOL watered down their proposed rules just a lil’ bit, and even provided a small set of different rules to allow trade associations to engage in certain activity without triggering any reporting requirements, but overall the rules will be a game-changer for most employers.

discussionI’m currently going through the rules with a fine tooth comb (the rules are either 129 or 446 pages long, depending on whether you read the version with small print or the one with a larger font and double spacing).  In a nutshell, the new persuader rule will no longer accept the “accept or reject” test for the “advice” exception.  As a result, persuaders and employers will be required to file a report for “indirect” persuader activities, which could include the following:

  • Planning, directing, or coordinating supervisors or managers;
  • Providing persuader materials;
  • Conducting seminars; and
  • Developing or implementing personnel policies or actions.

It appears trade associations are exempt from the reporting requirements if they (1) host a counter-organizing seminar but bring in outside speakers or (2) simply provide “off the shelf” materials to an employer for a union campaign.  To get a firmer grasp on how these new rules will affect organizations like the Hawaii Employers Council (“HEC”), however, I need to read through the rules and examine them in more detail.

For anybody who wants to read up on the rules, you can view the following:

In addition, HEC will be providing a seminar on May 11, 2016 that will provide an overview of the new rules, a discussion of how the new rule will impact employers, instructions on how to fill out the LM-10 form for employers, and a review of some of the legal challenges that have arisen against these new rules.  That seminar will be available to HEC members only, and on a first-come-first-served basis.

Finally, once I have a chance to read through all the rules, I’ll prepare and send out an article summarizing the new rule – which will also be available only to HEC members.

 
DOL’s Controversial Persuader Rules One Step Closer to Becoming Final

To quote the controversial Marshall Mathers, otherwise known as Eminem:

Guess who’s back, back again?
The DOL’s back, with a friend.
Guess who’s back, guess who’s back,
Guess who’s back, guess who’s back.
Guess who’s back, guess who’s back.
Du nana.

Much to the surprise of many employers, the DOL recently submitted their proposed new rules regarding what constitutes “persuader” activity for the purposes of the Labor Management Reporting and Disclosure Act (“LMRDA”) to the Office of Management and Budget (“OMB”).  This move by the DOL is significant (and alarming) because submission of a proposed rule to the OMB is the final step before the DOL can publish its final rule in the Federal Register.  The DOL currently has a target date of March 2016 for publication of its final rule.  In other words, the new persuader rules could become a reality in just three short months (or even less).

The proposed persuader rules have been rather dormant since 2011, when introduction of the rules sparked major controversy and the American Bar Association strongly opposed the rules because they could potentially violate the sanctity of the attorney-client privilege.  This latest move by the DOL, however, means that the rules could take effect despite the objections of the ABA.

The proposal issued by the DOL would expand the scope of an employer’s reporting requirements under the LMRDA.  Currently, the LMRDA contains an exemption for where an employer receives “advice” from an attorney or consultant, but the attorney or consultant does not have direct contact with any employees.  Under the proposed rule, “persuader activity” would  be expanded to include “material or communications to, or engaging in other actions, conduct, or communications on behalf of an employer that, in whole or in part, have the object directly or indirectly to persuade employees concerning their rights to organize or bargain collectively.  Reporting is thus required in any case in which the agreement or arrangement, in whole or in part, calls for the consultant to engage in persuader activities, regardless of whether or not advice is also given.”   This broad definition of “persuader activity” would severely narrow the “advice” exemption as we currently know it.  For instance, the DOL has provided the following examples of what would constitute persuader activity:

  • Drafting, revising, or providing a persuader speech, written material , website content; audiovisual or multimedia presentation, or other material or communication of any sort to an employer for presentation, dissemination, or distribution to employees, directly or indirectly;
  • Planning or conducting individual or group meetings designed to persuade employees;
  • Developing or administering employee attitude surveys concerning union awareness, sympathy, or proneness;
  • Training supervisors or employer representatives to conduct individual or group meetings designed to persuade employees;
  • Coordinating or directing the activities of supervisors or employer representatives to engage in the persuasion of employees;
  • Establishing or facilitating employee committees;
  • Deciding which employees to target for persuader activity or disciplinary action;
  • Coordinating the timing and sequencing or persuader tactics and strategies.

The DOL also stated that reportable agreements or arrangements include those in which a consultant plans or orchestrates a campaign or program to avoid or counter a union organizing efforts, such as through the specific activities listed above.  Additionally, such efforts could also include drafting or implementing policies for an employer that has the effect of directly or indirectly persuading employees.

Any employer who enters into an agreement with an outside party – such as an attorney or consultant – to provide “persuader activity” would be required to file Form LM-10 with the DOL.  Failure to comply with the LMRDA’s reporting requirements could technically result in a $10,000 fine and imprisonment for up to one year.