Over a period of eight years under the previous Administration, the National Labor Relations Board engaged in perhaps the most dramatic reinterpretation of our national labor law in the agency’s 80+ year history. With a new Administration, the rules are likely to change again -- and employers need to be prepared and know how to respond.
Please join us for an informative discussion on what to expect in the coming years from the NLRB, and how the NLRB goes about interpreting the law, potential changes in direction by the NLRB, and what employers should be considering now.
The discussion will include:
- How the NLRB is structured, operates, and changes the way that the National labor Relations Act is interpreted and applied.
- What to expect from the NLRB regarding the rules for union organizing (including the abandonment of “micro” bargaining units and “quickie” elections, and different standards for blocking charges and objectionable conduct).
- What unionized employers can expect from the NLRB (including the obligation to discuss discipline with the union before a first contract is reached, managements rights clauses and union waivers, changes in benefits after contract expiration, arbitral deferral, striker replacement limitations, and other issues).
- What employers should be thinking about now in assessing their current policies and practices to prepare for and adapt to these potential changes.
If you have any questions, please contact Laurie Green at email@example.com and reference this event.