“Concerted Activity” If Your Policies Don’t Consider it, You are Behind the 8 Ball!

About The Event

The National Labor Relations Board (NLRB) has historically provided oversight to public Employers with union activity. However, not many Employers know that the NLRB also oversees private Employers without unions? For many years the focus of the NLRB has been to ensure that all employees are not prevented from speaking to other employees about their work environment including their salaries, work conditions, discussion about supervisors on social media, union activity and benefits. Many well-known Employers like Walmart, Target, Amazon, and other companies have felt the brunt of the NLRB pressures to ensure employees have the “Concerted Activity” protections going as far as litigation and fines and penalties of those companies preventing concerted activity protections.

In my workplace compliance experience, employees review the handbook when they are new employees coming onboard to company and when they are considering leaving the company or when they are considering suing the company.

Areas Covered

• As of June 2018, the NLRB has loosened the grip of Employers by allowing Employers to add policies that focus on protected activity with a focus on “civility policies”.
• These new definitions allow Employers to create policies restricting certain behaviors that were previously restricted (gossiping, speaking negatively speaking about their supervisors and other negative behaviors).
• Effective July 1, 2018, these civility policies can give the power back to Employers to manage behaviors that were previously allowed but not embraced.
• Did you know that Employee Handbooks can be a risk or a benefit for Employers?
• For years an Employee Handbook has been one of the first documents employment law attorneys request when they are planning to pursue workplace charges against an Employer.
• Shouldn’t you ensure that your employee handbook protects your company instead of exposing it to numerous risk?
• Let us help you create an employee handbook that will reduce your companies risk and help you mitigate the numerous workplace regulations that can impact your company.

Learning Objectives

• To understand the NLRB and their role with private and public Employers
• How does “Concerted Activity” regulations impact Employers and Employees
• Why are private Employers part of the oversight by NLRB
• How are employee handbooks impacted by the new guidelines?
• What changes need to be made in employee handbooks based on these changes?
• How can Employer re-claim their control of negative employee behaviors?
• Learn how updating your employee handbook can reduce risk for allegations of negative termination, wrongful terminations and other workplace discrimination;
• Learn what policies must be added to employee handbooks for 2019;
• What about social media policies now that the NLRB has shifted their position;
• Learn what policies must be part of all new handbooks;
• Ensure what policies must be updated or risk violations of workplace regulations

Bonus Handout: Free Employee Handbook Checklist of Policies for 2019!

Who Should Attend

• CEO
• CFOs
• Board of Directors
• Supervisors/Manager
• Leadership & Executives
• Program Managers, Office Managers (with HR Roles)
• HR Workplace Compliance Professionals (Officers, Directors, Managers and Specialists
• HR Professionals
• Office Managers and/or any professional on-boarding new hires
• Senior HR Professionals
• Operations Professionals