Before you implement a four-day workweek, make sure you understand the legal and practical implications.
Union employers face additional and more substantial obstacles. The starting point is the collective bargaining agreement between company and union. Generally speaking, CBA’s have so-called management rights clauses which, in general terms, reserve for the company the right to take any action which is not otherwise covered by the CBA. So if a CBA is truly silent about scheduling, the company can perhaps unilaterally impose a four-day week on its union workforce, depending on the specific language of the CBA. However, it would be unusual for a CBA to not have explicit or implicit provisions governing scheduling. This white paper reviews whether the company can unilaterally change the terms and conditions of employment, or whether it must negotiate the change.
Agenda
Faculty
Michael A. Pavlick
K&L Gates LLP
- Partner in the Pittsburgh office of K&L Gates LLP
- Practice emphasizes all aspects of labor and employment law, with a focus on wage and hour law and traditional labor law
- Has represented a variety of clients in cutting-edge cases and cases of first impression
- Conducts regular seminars and workshops on numerous aspects of labor and employment compliance
- Written several publications related to the areas of labor and employment
- Best Lawyers’ Lawyer of the Year in 2012 for labor and employment litigation in Pittsburgh, and a Best Lawyer pick every year since
- Former judicial clerk for U.S. Court of Appeals Judge
- J.D. degree, magna cum laude and Order of the Coif, Case Western Reserve University; B.A. degree, magna cum laude, Phi Beta Kappa, Drew University
- Can be contacted at [email protected]
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