NLRA Mandates:
The Rules ALL Employers Must Follow
You can’t bar pay disclosure or criticism at work, new rules say.
In this two-hour, attorney-led training, you will learn how to:
- Review and revise your handbook for rules the NLRB thinks violate the NLRA.
- Counter a pro-union push without committing an unfair labor practice.
- Understand what you can and cannot do to manage your workforce and set rules.
The NLRA legal mandates apply to all companies–learn how to comply.
The National Labor Relations Act applies to virtually all private-sector employers, whether they’re union employers or not. Enforced by the NLRB, it gives non-management workers powerful rights and dictates everything from what rules you can include in your handbook to how you can treat employees who walk off the job. And when it comes to forming unions, it’s never been easier, thanks to new NLRB election rules.
What’s more, until recently, union membership was on the decline. Not anymore. Making matters worse, major unions aren’t just targeting big employers. They’re going after every business with more than one employee, from ma-and-pa pizza shops to small manufacturing operations and beyond—and they’re succeeding. Plus, they can point to eye-popping wage gains for auto workers, delivery service drivers, and warehouse employees to sell the advantage of unionizing.
Don’t let pro-union momentum catch you off-guard. An expert legal analyst, along with a union expert and trainer in employee relations, will walk you through the NLRA’s legal mandates, including why you must pay close attention to your handbook and why one violation could mean huge penalties. You’ll learn about illegal unfair labor practices, what’s allowed, what’s off-limits, and how to respond to threats to unionize—all in one concise session.
Webinar Agenda
- Learn all about the National Labor Relations Act (NLRA) and which employers must follow it. Surprise—you don’t have to be a union workplace to have to follow NLRB rules.
- The NLRB’s handbook rules frequently trip up employers who don’t realize that there are strict regulations on what you can and cannot include when it comes to employee behavior. Learn which rules you should dump immediately and which ones you can tweak.
- What is protected concerted activity, activity that you cannot ban? For example, employers cannot bar employees discussing among themselves how much they are paid, what their benefits are or complaints about working conditions.
- Learn what to do when employees start talking about forming a union—and why mandatory captive-audience meetings aren’t the way to go.
- Know what you can and cannot do about employee social media posts that take aim at your company, management, and supervisors.
- See examples of unfair labor practices and understand how far you can go in directing your workforce without committing one.
Get answers to YOUR questions from presenters…
David Rittof is the president and CEO of Modern Management, Inc., a Chicago-based employee relations consulting firm. He is an expert in employee relations and is a popular speaker on union issues to employer groups around the country. In his more than 30 years with the firm, he has successfully assisted numerous organizations in maintaining non-union status. David provides management training on the union campaign process and is the co-author of Quality Circles, a textbook used by numerous universities and businesses.
Anniken Davenport is an attorney and a well-known author and speaker on employment law issues. She is editor of the HR Specialist: Employment Law newsletter series and has authored several books, including The FMLA Compliance Guide, Bullet-Proof Your Employee Handbook, and Employer’s Practical Legal Guide. She has worked on both sides of the union-employer divide, beginning her legal career working with Andy Stern at SEIU. In addition, she worked on the management side, training school board members on negotiating collective bargaining agreements.
Registration bonuses included:
Everyone who signs up will receive a copy of Handbook Rules the NLRB Hates and How to Fix Them. Employee handbooks are incredibly helpful to employees and management alike. They spell out the rules and answer routine questions without involving HR. They’re also an essential part of the employee onboarding experience for new hires. Handbooks help new employees get acquainted with the policies, culture, and expectations of the company. However, poorly written handbooks can also land you in hot water with the National Labor Relations Board.
You'll also receive one month of exclusive access to The HR Weekly – our comprehensive service with all the HR advice and compliance tools to simplify your job … and to keep your organization out of court. So that you continue to benefit from The HR Weekly, we will continue your subscription after that for the then current rate, unless you tell us "no, thanks" – your choice.
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If NLRA Mandates: The Rules ALL Employers Must Follow fails to meet your needs in any way, we will refund 100% of your tuition – every penny you paid – but your course materials and registration bonuses will be yours to keep. No hassles, no questions asked.
Professional Recertification Credit Hours Included
Business Management Daily is recognized by SHRM to offer Professional Development Credits (PDC) for SHRM-CP® or SHRM-SCP® recertification activities.
HR Certification Institute’s® (www.HRCI.org) official seal confirms that Business Management Daily meets the criteria for pre-approved recertification credit(s) for any of HRCI’s eight credentials, including SPHR® and PHR®. This program has been pre-approved for 2.00 HR-General recertification credit hours.