NLRB Decisions - How They Affect Your Workplace, Including Non-Unionized Workplaces

Instructor: Teri Morning
Product ID: 703965
  • Duration: 60 Min

recorded version

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This training program will offer participants a fundamental understanding of the NLRA and how its decisions affect employers. The National Labor Relations Act (NLRA) is not just a union employer’s law. Enacted in 1935, many HR professionals in nonunion workplaces don’t consider the NLRA as applicable to them and when asked may even be unaware of the law’s existence. However it’s an important law as the NLRA applies to most private sector employers, and consequently, most employees in the private sector are covered under the NLRA, union or not.

Course "NLRB Decisions - How They Affect Your Workplace, Including Non-Unionized Workplaces" has been pre-approved by HRCI as eligible for 1 credits towards a participant's recertification upon full completion.
“The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program”.

Why Should You Attend:

The NLRB has been quite busy for the last several years making decisions that affect non-unionized workplaces too. Decisions that those employers who are unaware of the law’s coverage may be unaware of, or if aware, are ignoring as not pertaining to them. These employers may find themselves in unpleasant and unnecessary circumstances if they don’t grasp a fundamental understanding of the NLRA, how it affects them, and become aware of important NLRB decisions.

This webinar will address these critical fields and discuss other areas such as Protected Concerted Activity, how it relates to a non-union employer, and how unions are organized.

Areas Covered in the Webinar:

  • What is the National Labor Relations Act and how does it apply to both non-union (and union) employers?
  • What is Protected Concerted Activity and why should a non-union employer care?
    • Surprising things you may be doing that you don’t know may be considered a violation.
    • What’s the difference between labor and management?
      • How do you tell who is labor and who is management?
      • How unions are organized.
  • How recent decisions of the National Labor Relations Board affect non-union employers.
  • Why these decisions are important to all employers including non-union employers.
    • Social media
    • Investigations
    • Confidentiality
    • Access of employees to the workplace when off duty
    • Courtesy and respect polices
    • Is profane and insubordinate conduct protected?
    • Could you be a joint employer?
    • Checking your non-solicitation polices

Who Will Benefit:

  • Plant Managers
  • Upper Management
  • Small Business Owners
  • HR Generalists
  • HR Associates
  • Safety Managers and Associates
  • Regulatory Compliance Managers and Associates

Instructor Profile:

Teri Morning, MBA, MS, SPHR, SPHR-CA, is the president of her own HR consulting firm and is a partner in a new investigatory software firm, HindsightHR. Ms. Morning has over 15 years’ of human resource and training experience in a variety of professional fields, including retail, distribution, finance, architectural, engineering, consulting, manufacturing (union), public sector and both profit and non-profit company structures.

She has consulted with employers on their problems and trained managers and employees for over 10 years, meeting and working with employees from all types of businesses. In addition to an MBA, she has a master's degree in human resource development with a specialization in conflict management. Ms. Morning was certified by the State of Indiana in mediation skills, is qualified as a Myers-Briggs practitioner, and is a member of SHRM, holding the dual certification of a SHRM Senior Professional in Human Resources (SHRM-CSP) and as a HRCI Certified, Senior Professional in Human Resources – California (SPHR-CA). She recently completed certifications in project management and IT management.

Topic Background:

The most notable aspect of the NLRA for non-union employers is that the Act as enforced by the National Labor Relations Board (NLRB) gives employees the right to act together to try to improve their pay and working conditions or fix job-related problems, even if they aren't in a union. This acting together, or in a “concerted” way may produce activities that even if the employer doesn’t like the action(s), the activity may have protections under the NLRA.

Employees also have the right to share information and decide collectively if they want a union to bargain on their behalf with their employer. Also employees at union and non-union workplaces have the right to share work related information and talk between themselves and make efforts to seek better wages and working conditions. This right to share work related information between employees is also applicable without the organization of a union.

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