Be our guest for a breakfast briefing on how unions finally have improved their chances of organizing employees. We also will provide recommendations that any business can follow now to better position themselves later to prevent the chance of a union being successful at any of your locations.We hope you will join us and learn what you can do to manage the risk of unionization under the new reality. Even if you believe you are on top of it, you might pick up new ideas or at least confirm that what you are doing is spot-on.
Topics to be Discussed:
The New Reality
- President Obama has filled all five slots on the NLRB, with a union lawyer as chair and two pro-union members out of the other four.
- On April 30, 2012 employers will be required to post a notice explaining employees' rights to organize.
- Also on April 30, 2012, new NLRB procedural rules may result in quicker NLRB union elections, limiting the time an employer has to educate employees on unionization.
- The NLRB recently changed the standard for determining who can be in a voting unit, enabling unions to organize smaller, discrete groups within a location.
- Many believe that President Obama can win re-election, extending NLRB's pro-labor policy for an additional four years.
What This Means for You and Other Businesses
- More pro-labor regulations and decisions from the NLRB
- An uptick in union organizing because of the opportunity to organize smaller groups of employees within a location and have quicker NLRB elections
How Will You Respond To This New Reality?
Businesses can either be proactive and prepare in advance, or they can be reactive and respond once a union has started organizing. Whether you are non-union or have a mix of union and non-union facilities, making a conscious decision about your strategy can pay dividends: "an ounce of prevention is worth a pound of cure."
RSVP to firstname.lastname@example.org.