The National Labor Relations Board’s decision on union and non-union companies is have a major impact on company policies and actions.
Union membership is at an all-time low. As a result many companies think the National Labor Relations Act is unimportant to most companies. Unfortunately nothing could be further from the truth. The current National Labor Relations Board is very active in dealing with situations that deal with union and non-union company actions. Much of their activity centers on what is called “protected concerted activity.” These are rights afforded to employees by the National Labor Relations Act regardless of whether an employee is covered by a union contract or not. This has been the case since the law was first passed; however, today there is a modern twist. When the NLRA was enacted in 1935 no one could conceive of the phenomenon of social media. Yet today the NLRB is ruling on Facebook posts as acts of protected activity. This webinar will explain what protected concerted activity means and will cover areas such as your social media policy and your policy on revealing wage information.
Areas to be Covered:
Understanding who is a covered employer
Understanding who is a covered employee
Section 7 and Section 8 rights
Why your policy on prohibiting employees revealing their wage may be wrong
Social media policies and why they cannot be broad based
What happens when employees complain
Sample wage policy
Sample social media policy
Who will Benefit:
Vice Presidents of HR in non-union companies
Human Resource Managers
Employee relations managers