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In This Issue

1. ORGANIZING
   
   
2. STRIKES & LABOR DISPUTES
   
   
3. MAJOR CONTRACT SETTLEMENTS & NEGOTIATIONS
   
   
4. ADMINISTRATIVE, COURT & OTHER DECISIONS
   
   
5. LEGISLATION & POLITICS
   
   
6. CRIME, CORRUPTION & OTHER MISDEEDS
   
   
7. MISCELLANEOUS
   
   
8. UPCOMING EVENTS
   
   
9. RECENT PUBLICATIONS

1. ORGANIZING
• Representatives of the International Mine Workers Union (“IMWU”) announced a union organizing campaign targeting workers across South Carolina. Although IMWU has not announced particular industry targets, the union represents coal miners and other employees in coal mining related businesses. So far, IMWU representatives have conducted a two-day organizational training in Columbia, S.C., followed by efforts to contact employees at several plants to weigh interest in joining IMWU.



• The National Labor Relations Board (“NLRB” or “Board”) conducted fewer union elections in 2011. The number of representation elections declined from 1,655 in 2010 to 1,261 in 2011. Union win rates also dropped from 67.4 percent in 2010 to 66.1 percent in 2011. By contrast, unions won more decertification elections, increasing from 39.8 percent in 2010 to 48 percent in 2011. Unions achieved the most election successes in the construction industry (80.3 percent); finance, insurance, and real estate industries (72.2 percent); transportation, communications, and utilities industries (69.9 percent); services industry (68.9 percent); health care services industry (61.3 percent); retail industry (60.3 percent); and the communications industry (52.9 percent). Unions achieved the fewest election successes in the manufacturing (47 percent), wholesale (43.2 percent), and mining industries (30 percent). The Teamsters participated in more elections than any other union in 2011, while the Service Employees International Union (“SEIU”) organized the most workers.



• Ninety-five Kaplan Inc. employees who teach English as a second language voted by a two-to-one ratio to be represented by the Newspaper Guild of New York. The teachers are Kaplan’s first employees to choose union representation.



• Poultry plant employees for Pilgrim’s Pride Corp. voted to be represented by the Retail, Wholesale, and Department Store Union, an affiliate of the United Food and Commercial Workers Union (“UFCW”). The margin was 706-292 in favor of the union.



• The UFCW union organized a “shop-in” at three Anderson, Ind. area Pay Less Super Markets to promote efforts to unionize the stores’ employees. Participants in the “shop-in” wore shirts that included the lines, “I am a union worker and a loyal Pay Less Customer. I support Pay Less associates right to freely choose.” The three Pay Less grocery stores are owned by Cincinnati, Ohio-based Kroger Co. The UFCW attempted to unionize these stores last year, but the effort failed when workers voted against representation.



• Approximately 900 of the 2,000 taxicab drivers in Seattle calling themselves the Western Washington Taxi Cab Operators Association affiliated with the Teamsters to obtain lobbying representation and counseling as it concerns taxi regulations and regulators in Washington.

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2. STRIKES & LABOR DISPUTES
• Registered nurses affiliated with the California Nurses Association/National Nurses United staged a series of 13 day-long strikes against 10 different Sutter Health hospitals in San Francisco, Calif. This marked the fourth series of strikes against the Sutter Health hospitals since September. The current strikes are a response to Sutter Health’s plan to transfer sick leave to a long-term disability plan. The hospitals hired replacement workers to cover the strikers’ work.



• Despite a brief return to the bargaining table, 240 employees of United Steel Workers Local 624 in Lima, Ohio continued their strike against Husky Energy. The workers began striking May 25, 2012. At a June 6 meeting, the parties negotiated for three hours, but could only agree to continue meeting in the future. As yet, no future negotiations have been scheduled.



• Members of the Utility Workers Union of America Local 369 rejected a proposed four-year agreement with Entergy Corp., the operator of the Pilgrim nuclear power plant in Plymouth, Mass. The Union represents approximately one-third of the power plant’s 650 employees. Two weeks before the vote on the new agreement, Entergy locked out the workers and hired temporary replacements. The proposed agreement would have provided for wage increases and changes to the company’s health care offerings.



• The International Longshore and Warehouse Union (“ILWU”) is embroiled in a dispute with the International Brotherhood of Electrical Workers (“IBEW”) over two to four jobs at the port of Portland, Ore. IBEW claims the jobs under a collective bargaining agreement with the port. The ILWU claims the jobs under a collective bargaining agreement with the Pacific Maritime Association, a group that represents port terminal operators and longshoreman. The dispute has resulted in significant work slowdowns, leading to long delays at the port. The NLRB filed for a temporary restraining order with the U.S. District Court for the District of Oregon to halt the work slowdowns. The ILWU filed a cross motion for a temporary restraining order to obtain jurisdiction of the port jobs. In response, District Court Judge Michael Simon selected special master Theodore Kulongoski to facilitate a settlement between the parties. The settlement talks are ongoing.



• Members of the Bakery, Confectionary, Tobacco Workers, and Grain Millers Union Local 167G in Minnesota, Iowa, and North Dakota rejected a contract with the American Crystal Sugar Co. Because the Union rejected the contract, American Crystal appears likely to extend the lockout the company initiated in August 2011.

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3. MAJOR CONTRACT SETTLEMENTS &
   NEGOTIATIONS
• Members of the UFCW Local 951 approved their first contract with JBS Packerland Inc. in Plainwell, Mich. The four-year contract covers 1,100 meat processing workers. The contract provides for a grievance procedure, annual hourly wage increases totaling $1.10 over the term, reductions in employee health insurance contributions, and additional vacation for long-time employees.



• AT&T reached a tentative agreement with the IBEW Local 21 to extend its current contract for 12 months. The current contract covers some 7,000 workers in AT&T’s wireline business nationwide. The tentative agreement provides for a 1 percent salary increase, a $300 signing bonus for workers earning more than $50,000 per year, and a $500 signing bonus for workers earning less than $50,000 per year. The agreement also provides for small increases in employee health insurance contributions.



• Entertainment industry union SAG-AFTRA reached a tentative agreement with major record companies covering music video performers. The three-year agreement would set minimum daily pay rates for dancers and require record companies to make a 12.5 percent contribution to the AFTRA Health & Retirement Fund. The agreement would also implement a grievance process, enhance audition conditions, and tighten safety protections for performers in music videos.



• Members of Teamsters Local 814 approved a three-year contract with auction house Sotheby’s. The contract, which covers 42 art handlers, ends a 10-month lockout and nearly one year of contract negotiations. The new agreement shortens the work day by 15 minutes, provides for a 1 percent pay increase during each contract year, increases new hire pay from $17.00 to $18.50 per hour, sets a $25.00 per hour floor on long-term employee pay, and maintains existing benefits.



• The Communications Workers of America reached a tentative agreement with Piedmont airlines covering more than 3,000 fleet and passenger service agents. The agreement would provide signing bonuses worth between 6 and 8 percent of worker salaries, guaranteed raises of 4 percent, increased salary caps, and $500 bonus eligibility for workers with more than five years of service. The agreement would also provide for annual 1 percent increases in employee contributions for health care costs starting in 2015.



• Members of the United Steelworkers approved a collective bargaining agreement with Tesoro Corporation’s oil refinery in Martinez, Calif. The three-year agreement covers 450 workers. The agreement provides for a 2.5 percent retroactive wage increase in the first year and 3 percent wage increases in each of the following two years. In addition, Tesoro Corp. promised not to make substantial changes to employee benefits.



• Members of the Service Employees International Union-United Healthcare Workers West (“SEIU-UHW”) approved a collective bargaining agreement with Kaiser Permanente. The three-year nationwide agreement covers 45,000 SEIU-UHW workers at 32 of Kaiser’s locations. The covered workers range from technicians, nurses, maintenance workers, pharmacists, lab scientists, and many others. The agreement provides for maintenance of current employee benefits, an enhanced dental plan, and 3 percent annual wage increases for hourly employees. The agreement also provides for Kaiser to deposit $19 million per year into education trusts for employee development and to increase pension fund contributions by 7.9 cents per hour.



• The Association of Flight Attendants-Communications Workers of America reached a tentative agreement with United Continental Holdings Inc. that would cover 10,000 flight attendants for more than 28 months. The deal would provide flight attendants with a $1,500 signing bonus and productivity increases of $480 per year for employees that work at least 75 hours per month. The agreement would also provide for profit sharing and furlough protection.



• Members of the Utility Workers Union of America Local 369 approved a collective bargaining agreement with utility company NSTAR. The three-year agreement covers 1,900 NSTAR employees. The agreement provides for a 3 percent wage increase in the first year, a 2.75 percent increase in the second year, and a 2.5 percent increase in the third year. The agreement also provides workers with access to a new health care plan, enhanced job security, and increased benefits for some retirees.



• The United Steelworkers approved a master agreement with paper company NewPage Corp. The four-year agreement covers 4,500 NewPage employees in five states. The deal is a product of NewPage’s Chapter 11 reorganization, and will become effective when approved by the United States Bankruptcy Court for the District of Delaware. The agreement provides workers with a $1,000 retention bonus at the end of March 2013, wage increases for hourly workers, and the creation of a new health care plan.



• The International Alliance of Theatrical Stage Employees Animation Guild, Local 839 reached a tentative agreement with a major employer group for animation producers. The three-year agreement would provide for annual 2 percent wage increases. The agreement would also provide for enhanced health, pension, and other employees benefits. As yet, no date has been set for a vote on the agreement.



• Members of the International Union of Electronic Workers Local 86782 approved an agreement with air conditioning company Trane Inc. The four-year agreement covers 1,250 employees in production and maintenance jobs at Trane’s Tyler, Texas manufacturing location. Under the agreement, workers will obtain $1,500 lump-sum payments and annual hourly wage increases of 40 cents per hour. The agreement also limits Saturday mandatory overtime to 12 days per year, increases two-hour weekday mandatory overtime to Mondays, and maintains a Friday exclusion from mandatory overtime responsibilities. Finally, the agreement increases a wellness bonus and decreases paid vacation to four weeks a year for experienced employees and three weeks a year for new hires.



• Teamsters Local 507 approved a collective bargaining agreement with the American Red Cross that covers 256 workers in the organization’s blood collection operation. Ending a strike that began February 14, the four-year agreement provides for annual wage increases and limits on increases in employees’ share of health care costs. The agreement also maintains three daily breaks and one lunch period for employees.



• The SEIU-UHW approved a tentative master agreement with Dignity Health. The four-year agreement would cover about 14,000 workers at more than 30 health care facilities across California. The agreement would also cover a variety job classifications, including professional, technical, service, business, maintenance, and other hospital and clinic workers. Under the agreement, all workers would receive a 2 percent wage increase in 2013, and about one-third of workers that are currently paid below market wages would receive step increases that could reach as much as 10 percent by November 2013. The agreement also provides for reinitiating compensation discussions in 2014. Finally, the agreement provides for wellness programs to encourage healthy habits among employees, maintenance of employer-paid health care benefits, and a new grievance procedure.



• Members of the International Association of Machinists (“IAM”) District 776 approved an agreement with Lockheed Martin Corp. that ends a nine-week labor strike. The four-year agreement, which covers some 3,600 employees, would give workers a $2,000 bonus upon ratification of the agreement, yearly wage increases equaling 3 percent in the first year, 2.5 percent for each of the next two years, and 4 percent in the final year. The agreement would also provide for a $1,600 cost-of-living payment, progression raises of 25 cents per hour in January, May, and September, an $11 increase in the defined benefit pension plan multiplier for existing employees, and substitution of a 401(k) plan for the defined benefit pension plan for new employees. Finally, the agreement would set a 13 percent employee contribution for health care premiums under a health maintenance organization plan, a 15 percent employee contribution for premiums under a point-of-service plan, and increased life insurance and disability benefits.



• Members of Unite HERE ratified a new agreement with Yale University that covers technical, service, and clerical employees. The four-year agreement provides annual pay increases averaging 3 percent over the term. The agreement also maintains employee eligibility for the Yale-run health care plan, which remains free for employees and which provides family coverage. New union hires are covered by the Yale plan for their first three years of employment. After three years, employees have the option to enroll in an external insurance plan. The new agreement becomes effective January 2013, following expiration of the current labor contract.



• BNA reported that average first-year wage increases from labor settlements through June 25, 2012 rose from 1.4 percent to 1.7 percent as compared to the equivalent period in 2011. Over the same period, the median first-year wage increase rose from 1 percent in 2011 to 2 percent in 2012. If lump-sum payments are included in the wage increases, settlements in 2012 resulted in 2.1 percent wage increases in 2012 compared with 1.7 percent increases in 2011.

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4. ADMINISTRATIVE, COURT & OTHER DECISIONS
• The National Mediation Board denied an election interference complaint from the Teamsters against the IAM and United Continental Holdings Inc. The complaint alleged that IAM’s campaign employed intimidation and voter harassment, that United favored IAM over the Teamsters, and that IAM violated Board policy by inserting a hidden hyperlink on the Board’s voting website. While the Board agreed that IAM employed an aggressive campaign, it found that IAM’s conduct fell short of intimidation and harassment, and that IAM’s tactics did not influence the voting process. The Board also found that any alleged union favoritism on behalf of United was “isolated” and thus insufficient to support a claim. Finally, the Board agreed that IAM’s insertion of a hyperlink on the voting website violated Board policy, but found that this infraction did not justify setting aside the election because the hyperlink did not compromise the voting process. Int’l Ass’n of Machinists.



• A California Court of Appeal enforced a class arbitration waiver in a wage and hour dispute with a limousine service company. Relying on the U.S. Supreme Court’s decision in AT&T Mobility v. Concepcion, the court held that the Federal Arbitration Act (“FAA”) “invalidates” the California Supreme Court’s four-factor test for deciding if a class arbitration waiver is enforceable. In so holding, the court also declined to follow the NLRB’s D.R. Horton decision, which held that class arbitration waivers violate employees’ right to engage in concerted activity under Section 7 of the National Labor Relations Act (“NLRA”). The court found that it had no obligation to defer to D.R. Horton because the opinion interpreted the FAA, a statute the NLRB is not charged with interpreting. In addition, the court relied on the U.S. Supreme Court’s subsequent decision in CompuCredit Corp v. Greenwood, which held that the FAA mandates enforcement of arbitration agreements absent “a contrary congressional command.” The California court observed that the NLRB failed to identify a “contrary congressional command” in the NLRA that bars enforcement of an arbitration agreement on its terms. Iskanian v. CLS Transp. Los Angeles LLC.



• The Federal District Court for the Northern District of Texas blocked a recent National Mediation Board ruling ordering the commencement of a representation election involving approximately 10,000 American Airlines passenger service agents. The Communications Workers of America seek to represent the passenger service agents. Following entry of a temporary restraining order, the court permanently enjoined the Board from performing a representation election, holding that a February 2012 amendment to the Railway Labor Act now requires 50 percent of eligible employees to support a representation election, rather than the previous 35 percent standard. American Airlines successfully showed that a majority of the employees did not support the representation election. American Airlines v. Nat’l Mediation Bd.



• The United States Court of Appeals for the District of Columbia denied enforcement of two NLRB rulings which held that DuPont committed unfair labor practices by implementing unilateral changes to employee health care benefits. The case arose out of DuPont’s decision to change employee health care benefits following the expiration of two collective bargaining agreements. In implementing the changes, DuPont relied on management-rights clauses in the expired labor contracts, which granted the company discretion to implement the unilateral changes. Relying on the Board’s Courier-Journal cases, the company argued the health care changes were a continuation of past practices because the company had previously implemented unilateral changes to employee health care benefits. In rejecting DuPont’s position, the NLRB found that DuPont’s previous unilateral changes occurred while the labor contracts were still in force, which included the management-rights clauses that authorized the changes. By contrast, DuPont could not identify a past practice of changing health care benefits during a hiatus in contract coverage. In declining to enforce the NLRB’s decision, the Court of Appeals observed that DuPont’s past practice of changing employee health care benefits could support the challenged changes, even if those past changes were made while a labor contract was in force. The Court of Appeals based this holding on two prior NLRB decisions. Because the NLRB failed to reconcile its DuPont decision with these past precedents, or to give a reasoned explanation for departing from those precedents, the court remanded the cases to the NLRB. E.I. du Pont de Nemours & Co. v. NLRB.



• A Federal District Court for the Eastern District of Michigan issued a preliminary injunction blocking a Michigan law that would prohibit school districts from making payroll deductions from employees to collect union dues. The court found that the plaintiffs showed a likelihood of success in demonstrating that the law violated the United States Constitution’s rights to free speech and equal protection. Bailey v. Callaghan.



• The NLRB held that Hyundai Rotem USA Corp. and Aerotek Inc. violated the NLRA by including a provision in their joint employment contracts that prohibited employees from discussing their compensation. The NLRB affirmed the Administrative Law Judge’s decision which held that the policy restricted employees’ Section 7 rights to engage in concerted activity and “would likely have a chilling effect.” In the order, the NLRB required the companies to revise their policies and tell employees that the policies would not be enforced. Hyundai Rotem USA Corp and Aerotek Inc. Joint Employer.



• The U.S. Supreme Court held that a SEIU local violated the First Amendment rights of state employees in California by imposing a special assessment to fund political activities without first issuing the required notice and obtaining non-union members’ consent. While non-union members previously had to opt-out of any special assessment with which they disagreed, the Court held that public-sector unions must now obtain non-members “affirmative consent” before charging them for political activities. Justices Sotomayor and Ginsburg concurred in the judgment but argued that the Court went beyond the questions presented by addressing the required form of non-member consent. Justices Breyer and Kagan dissented. Knox v. Serv. Employees Int’l Union Local 1000. Winston & Strawn’s extended briefing on this case is available here.



• The NLRB announced that it will review two previously dismissed representation petitions brought by graduate student assistants. In 2004, the NLRB held that graduate assistants at Brown University did not qualify as employees under the NLRA because they maintained an educational relationship with their universities. The 2004 decision reversed a 2000 decision where the NLRB held that graduate assistants at New York University were employees under the NLRA. The NLRB has given the parties until July 23 to file briefs on the matter, including whether the Board should reverse or modify its 2004 decision. New York Univ.; Polytechnic Inst. of New York Univ.



• The NLRB found that grocery chain Fresh & Easy Neighborhood Market Inc. violated the NLRA when it ordered employees to hand out fliers to customers apologizing for recent pro-union protest activities in a Los Angels store. Since 2009, the UFCW union has been attempting to organize employees at the grocery chain’s Los Angeles location. After the chain refused to voluntarily recognize the union, off-duty grocery store employees and union representatives leafleted the store with pro-union fliers. In response to customer frustration at this action, the store required employees to hand customers a flier that contained a coupon and an apology for the recent pro-union leafleting. The NLRB held that requiring employees to distribute this literature unlawfully forced employees to join a debate about union representation. Tesco PLC d/b/a/ Fresh & Easy Neighborhood Inc.



• In a 2-1 decision, the NLRB found that Michigan hospital company Mercy Health Partners (“MHP”) violated the NLRA by engaging in direct dealing with its employees. MHP met with several employees at one of the company’s hospitals and told them their jobs were being relocated to a different facility. MHP told the employees they had the option to be laid off or relocate to the new facility. While MHP had no obligation to bargain with the union over the work relocation decision, the NLRB found that MHP violated Sections 8(a)(1) and (5) of the NLRA by informing the employees directly of the option to “transfer” to the new facility. The NLRB held that MHP had the obligation to bargain with the union over the “effects” of the work relocation decision, and the “transfer” option qualified as an “effect” of the relocation decision. By contrast, the company did not violate the NLRA by telling the employees they had the option to be laid off, because MHP had already communicated that option to the union. Mercy Health Partners.

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5. LEGISLATION & POLITICS
• Wisconsin’s Governor Scott Walker prevailed in the recall election initiated by opponents of the governor’s law restricting state employee collective-bargaining rights. With the victory, Scott Walker became the first Untied States governor to survive a recall attempt.



• The South Carolina state legislature passed a bill to strengthen the state’s right-to-work law. Under South Carolina’s current right-to-work law, a worker cannot be denied employment based on non-membership in a union. The new law would enhance penalties for businesses or unions that violate this existing law and allow for treble damages in lawsuits for right-to-work violations. The law would also require employers to post a notice informing workers of the state’s right-to-work guarantees and would require unions to disclose specific financial information to the state. South Carolina’s Governor Nikki Haley is expected to sign the new bill into law and it will go into effect upon the his approval.



• In a public letter, several business groups asked the United States Senate to overrule the National Labor Relations Board’s (“NLRB”) Specialty Healthcare ruling, which may allow employees to organize in small bargaining units known as “micro-unions.” The public letter was sent by the U.S. Chamber of Commerce, the Retail Industry Leaders Association, the National Restaurant Association, and five other business organizations. Days later, Senator Lindsey Graham of South Carolina promised to propose an amendment to an appropriations bill that would block the NLRB from enforcing the Specialty Healthcare ruling.



• The Protect Our Jobs Coalition gathered more than double the necessary signatures to propose a constitutional amendment in Michigan that would prohibit Michigan and its political subdivisions from impairing the right of public and private employees to bargain collectively. The constitutional amendment will appear on Michigan voter ballots this November.



• In a speech before the American Federation of State, County and Municipal Employees union, Vice President Joe Biden warned that electing Mitt Romney to the presidency would advance a sustained attack on organized labor and the middle class.



• The U.S. Senate voted 45-54 against an amendment that would have permitted unionized employers to compensate workers at higher rates than those set in a collective bargaining agreement. The amendment, offered by Florida Senator Marco Rubio, was defeated largely along party lines. Similar legislation is currently before the House of Representatives’ House Education and the Workforce Committee.



• In the upcoming presidential election, the SEIU plans to reach out to non-union voters. SEIU stated that it will use 750 of its members to mobilize 100,000 volunteers to advance President Obama’s stance on labor issues. In particular, the union plans to contact three times the number of non-union voters as it has in the past. The union will focus on reaching voters in Colorado, Florida, Nevada, New Hampshire, Ohio, Pennsylvania, Virginia, and Wisconsin.



• The New Hampshire legislature fell short of the two-thirds majority needed to override Governor John Lynch’s veto of a bill that would have mandated the legislature consent to any state-ratified collective bargaining agreements.

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6. CRIME, CORRUPTION & OTHER MISDEEDS
• Former president of the Cincinnati Organized and Dedicated Employees union, Diana Frey, was sentenced to 51 months in prison for stealing more than $757,000 from the union she founded. A Department of Labor investigation uncovered evidence that Frey used union funds for a vacation condo, a swimming pool, food, travel, and pet care. In addition to prison time, Frey was ordered to make restitution for the money she stole.



• Melissa King, former benefits plan administrator for the New York-based Laborers’ International Union Local 147, received a six-year prison sentence for stealing millions of dollars from the fund she once managed. The sentence also requires King to forfeit a $2 million residence and to make restitution of a yet-to-be-determined amount. In the fall of 2011, King pled guilty to one count of embezzling funds and one count of filing a false federal tax return. In early 2010, prosecutors charged King with stealing some $43 million dollars of benefit plan funds through her company King Care LLC.

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7. MISCELLANEOUS
• The NLRB launched a web site designed to explain the right of all employees to engage in concerted activity. The web site describes over a dozen cases where employees engaged in protected concerted activity. The web site also instructs employees to contact their nearest NLRB regional office if they wish to know whether conduct qualifies as protected concerted activity.



• On June 19, an international organization known as the IndustriALL Global Union was founded in Copenhagen, Denmark. IndustriALL claims to represent 50 million workers across 140 countries in the mining, energy, and manufacturing sectors. The union claims to unite affiliates of several former global union federations, including the International Metalworkers’ Federation (“IMF”); the International Federation of Chemical, Energy, Mine and General Workers’ Unions; and the International Textiles Garment and Leather Workers’ Federation. Jyrki Raina will serve as the union’s general secretary and Berthold Humber will be the organization’s president. Both individuals formerly served in those respective roles for the IMF. The union’s North American executive board includes R. Thomas Buffenbarger, president of the IAM, Leo Gerard, president of the United Steelworkers, and Bob King, president of the United Auto Workers.



• Lee Saunders was elected president of the 1.6 million member American Federation of State, County, and Municipal Employees (“AFSCME”). Saunders succeeds well-known labor leader Gerald McEntee, who endorsed Saunders in the union election. Saunders becomes only the fourth president of the union in the last 75 years. The day before electing Saunders, AFSCME voted to decrease the compensation of the union’s president to $295,000 and the union’s secretary-treasurer to $250,750. In 2011, the union’s president made $512,369.

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8. UPCOMING EVENTS
• August 16, 2012
  Winston & Strawn will host an eLunch titled “Employee or Independent Contractor?” on Thursday, August 16, 2012 at 12:15 p.m. (Central).
  eLunch

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9. RECENT PUBLICATIONS
• Supreme Court Holds First Amendment Bars SEIU from Requiring Objecting Nonmembers to Pay Special Fee to Finance Political Activities
  Briefing



• Supreme Court Rules Pharmaceutical Sales Representatives Exempt as Outside Salesmen Under the FLSA
  Briefing

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If you have questions about items that appeared in this bulletin, or would like to learn more about any of these topics, please contact William Miossi at (202) 282-5708 or (312) 558-6109, or one of the other Labor & Employment Relations partners listed here:

Charlotte (704) 350-7700 Wood W. Lay Eric Zion Chicago (312) 558-5600 Derek Barella Susan M. Benton Shane W. Blackstone Kevin M. Cloutier John M. Dickman C.R. Gangemi, Jr. William G. Miossi Michael L. Mulhern Michael P. Roche Rex L. Sessions Cardelle B. Spangler Joseph J. Torres Hong Kong (85)2-2292-2000 Simon C.M. Luk Houston (713) 651-2600 Kevin M. Cloutier

Los Angeles (213) 615-1700 Paul J. Coady Anna Segobia Masters Laura R. Petroff Jennifer Rappoport Amanda C. Sommerfeld New York (212) 294-6700 Deborah S.K. Jagoda Stephen L. Sheinfeld William M. Sunkel Paris (33) 1-53-64-82-82 Déborah Attali Philippe Desprès Sebastien Ducamp Barbara Hart San Francisco (415) 591-1000 Charles S. Birenbaum Jeffrey S. Bosley Joan B. Tucker Fife Julie L. Hall Shanghai (86) 21 2208-2600 Laura Hua Luo Washington, D.C. (202) 282-5000 William G. Miossi

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