> Already unlawful. They are addressable to the NLRB and civil legal system.
> That's vague, but there are protections against this
> Wouldn't it be about defining a standard of what a salaried employee is?
Unions can be an additional safety net/layer of protection/tool against these discriminations and abuses. In a time when HR departments are often derided as existing to protect the company instead of workers, and it often takes either media exposure or self-publishing (as with Susan Fowler) for discrimination against protected classes to be acknowledged, a union could be a place for the discriminated to turn to where HR reps fail. At least then you don't have to hire your own lawyer.
> unequal pay,
This might be a gender gap criticism meaning unequal pay between workers with the same title but of different genders.
> That is not the kind of decision I think employees should be deciding.
Why? The stigma of culture war and political battles aside, why shouldn't employees take part in making business decisions in general?
> That's vague, but there are protections against this
> Wouldn't it be about defining a standard of what a salaried employee is?
Unions can be an additional safety net/layer of protection/tool against these discriminations and abuses. In a time when HR departments are often derided as existing to protect the company instead of workers, and it often takes either media exposure or self-publishing (as with Susan Fowler) for discrimination against protected classes to be acknowledged, a union could be a place for the discriminated to turn to where HR reps fail. At least then you don't have to hire your own lawyer.
> unequal pay,
This might be a gender gap criticism meaning unequal pay between workers with the same title but of different genders.
> That is not the kind of decision I think employees should be deciding.
Why? The stigma of culture war and political battles aside, why shouldn't employees take part in making business decisions in general?