TechWhirl (TECHWR-L) is a resource for technical writing and technical communications professionals of all experience levels and in all industries to share their experiences and acquire information.
For two decades, technical communicators have turned to TechWhirl to ask and answer questions about the always-changing world of technical communications, such as tools, skills, career paths, methodologies, and emerging industries. The TechWhirl Archives and magazine, created for, by and about technical writers, offer a wealth of knowledge to everyone with an interest in any aspect of technical communications.
Tracy, thank you for your important post! As a former HR Generalist who has
worked in California (at-will state) and Arizona (right-to-work state), I
used to get into "discussions" with my AZ coworkers regarding the
differences.
I'm glad you suggested that TWs wanting to relocate to another state check
out the state's laws. Employees who are wondering what kind of state they
work in should contact their state's labor department, or a local Employee
Relations attorney.
(Glad to be back after a month's absence from the list. Had a huge project I
had to complete.)
Jenise Cook-Crabbe
Sr. Technical Writer
<< Disclaimer: my opinions are mine,
all mine and not my employer's>>
-----Original Message-----
From: Tracy Boyington [mailto:tracy_boyington -at- okcareertech -dot- org]
Sent: Tuesday, October 23, 2001 9:18 AM
To: TECHWR-L
Subject: RE: Layoff logistics and etiquette
As I understand it, Oklahoma's "right-to-work" law means that when non-union
employees and unionized employees work for the same employer, the non-union
employees can no longer be required to pay a portion of the union dues
(before the law was passed, non-union employees had to pay the part of union
dues that went toward things they benefitted from even though they were not
in the union, such as wage and benefit negotiations). It has nothing to do
with the right to fire someone or the right to quit your job, and shouldn't
be confused with "at-will" laws. I'm sure all "right-to-work" or "free work"
laws are slightly different, just as all "at-will" laws are. And the
connection to technical writing is that even TWs sometimes need to be
encouraged to read the friendly manual and find out what the law is in their
state*, or the state they plan to move to. It never would have occured to me
that I might be legally required to give 2 weeks notice in some areas.
*(yeah, I know that's US-centric.)
~~~~~
Tracy Boyington tracy_boyington -at- okcareertech -dot- org
Oklahoma Department of Career & Technology Education
Stillwater, OK http://www.okcareertech.org/cimc
^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^
Announcing new options for IPCC 01, October 24-27 in Santa Fe,
New Mexico: attend the entire event or select a single day.
For details and online registration, visit http://ieeepcs.org/2001
Your monthly sponsorship message here reaches more than
5000 technical writers, providing 2,500,000+ monthly impressions.
Contact Eric (ejray -at- raycomm -dot- com) for details and availability.
---
You are currently subscribed to techwr-l as: archive -at- raycomm -dot- com
To unsubscribe send a blank email to leave-techwr-l-obscured -at- lists -dot- raycomm -dot- com
Send administrative questions to ejray -at- raycomm -dot- com -dot- Visit http://www.raycomm.com/techwhirl/ for more resources and info.
