Solano provides half-million to shelter transitioning foster youth
FAIRFIELD The Solano County Board of Supervisors on Tuesday allocated $548,302 to the Vacaville Solano Services Corporation to provide a homeless shelter in Vacaville.
The two-year program supports foster youth and others, ages 18 to 24, as they transition out of foster care.
The funding is part of the Deep Programming category of the county Community Investment Fund.
The board also allocated $250,000 from the one-time investment category of the Investment Fund to six agencies. Those agencies are:
• La Clinica De La Raza: $50,000 to increase access to Solano County’s mental health system of care through the hiring of a case manager.
Dodd taps Helen Pierson as Solano Woman of the Year
Helen Pierson: Medic Ambulance
VALLEJO Helen Pierson, whose company, Medic Ambulance Service, has been on the front lines of the novel coronavirus pandemic, transporting some of the first people exposed to the virus on the Princess Cruise ship and later organizing mobile testing and vaccine dissemination, has been named Woman of the Year for Solano County by state Sen. Bill Dodd.
“Helen stepped up in a major way, helping to keep our community safe during one of the worst public health crises the world has ever seen,” Dodd said in a press release. “She leads a dedicated team that Solano County and the surrounding region has come to depend on. She also volunteers her time and energy for numerous community organizations. I couldn’t be more proud to recognize Helen for her important work.”
[co-author: Makenzie Way]
As we have discussed before, several years ago, the Board instituted a significant paradigm shift in analyzing the lawfulness of employers’ handbook policies in relation to employees’ Section 7 rights, when it issued its decision in
Boeing established a balancing test that takes into account the employer’s legitimate business interest for the policy at issue, and the nature and extent of the potential impact on NLRA rights. The new framework discarded the previous test of whether employees “would reasonably” construe the language to prohibit protected, concerted activity.
Since
Boeing, the NLRB General Counsel issued an Advice Memorandum providing extensive guidance regarding the three categories of employment rules, policies and handbook provisions the Board would consider as part of the balancing test, and the Board has issued a number of decisions analyzing employer handbook policies with this in mind (which we have discussed here, here a
Thursday, January 14, 2021
As we have discussed before, several years ago, the Board instituted a significant paradigm shift in analyzing the lawfulness of employers’ handbook policies in relation to employees’ Section 7 rights, when it issued its decision in
Boeing established a balancing test that takes into account the employer’s legitimate business interest for the policy at issue, and the nature and extent of the potential impact on NLRA rights. The new framework discarded the previous test of whether employees “would reasonably” construe the language to prohibit protected, concerted activity.
Since
Boeing, the NLRB General Counsel issued an Advice Memorandum providing extensive guidance regarding the three categories of employment rules, policies and handbook provisions the Board would consider as part of the balancing test, and the Board has issued a number of decisions analyzing employer handbook policies with this in mind (which we have disc
Seyfarth Synopsis:
Last week, the NLRB held in a 2-1 decision that an employer’s rules restricting certain types of employee communications on social media were lawful under the NLRA. However, the Board panel was sharply divided between its Republican majority and Lauren McFerran, its sole Democratic member. In a strongly worded dissent, Member McFerran took issue with the ruling, signaling that this pro-employer stance may be on the NLRB’s chopping block once a Democratic majority is installed under the Biden Administration.
For many years, the direction of the National Labor Relations Board has sharply oscillated depending on which political party has comprised the majority of its Members, and the divide between Republican and Democratic Board Members has been especially sharp in cases involving employer rules and policies. Under the Obama Administration, the Board found that many common workplace policies were unlawful under the National Labor Relations Act because