Labor and Employment Law
Ca. Labor & Emp't Rev. November 2021, Volume 35 No. 6
Content
- Labor & Employment Law Section Executive Committee 2021-2022
- California Employment Law Notes
- California Law Enforcement Labor Reform Proposals
- Cases Pending Before the California Supreme Court
- Fresh Perspectives: Tips For Avoiding Discovery Disputes
- From the Editors EDITORIAL POLICY
- Inside the Law Review
- Introducing
- Masthead
- Mediation Tips and Arbitration Bits
- Message From the Chair
- Nlra Case Notes
- Public Sector Case Notes
- THE LABOR AND EMPLOYMENT LAW SECTION'S New Executive Committee Members
- Wage and Hour Case Notes
- Evaluating Work-out-of-class Grievances In the Public Sector
EVALUATING WORK-OUT-OF-CLASS GRIEVANCES IN THE PUBLIC SECTOR
By Andrea L. Dooley
Andrea Dooley is an arbitrator and principal of Andrea Dooley Arbitration. Ms. Dooley has experience with labor-management partnerships and interest-based bargaining in the healthcare, entertainment, building trades, and service industries, as well as the public sector. She is a member of the National Academy of Arbitrators, and is author of The Beginner’s Guide to Labor Arbitration Practice. Ms. Dooley will be a lecturer at Berkeley Law School beginning in January 2022. Ms. Dooley can be contacted at (510) 719-3089 or andrealdooley@gmail.com.
I. INTRODUCTION
Even before COVID-19, many employers were calling on their employees to be more flexible, learn new skills, and take on tasks that were new to them or even novel to their workplaces.1 Employees are often willing to take on these increased responsibilities in order to improve their skills, challenge themselves, and demonstrate commitment to their co-workers and jobs.2 Because these increased efforts benefit the employer, it is reasonable for an employee to expect a corresponding increase in compensation.