Description

The National Labor Relations Board (NLRB) adopted a new burden-shifting standard for evaluating whether work rules infringe upon employees’ rights under Section 7 of the National Labor Relations Act (NLRA).

In Stericycle, an administrative law judge found that the employer violated the NLRA by maintaining certain policies for its employees that addressed personal conduct, conflicts of interest, and confidentiality of harassment complaints. The NLRB announced a new standard for whether work rules violate the NLRA and sent the case back to the judge to consider the ruling in light of the new standard.

Employers will need to think carefully about how to defend some of their corporate policies, such as ones about cameras at a worksite, social media use, and appropriate workplace conduct, in light of a recent decision by the NLRB. A code of conduct or other Employee Handbook policies will certainly be impacted by this decision. Other impacted policies would be nondisclosure agreements, confidentiality agreements, any policies requiring respectful conduct, or policies regulating social media use.

What will You Learn:

• How the NLRB impacts Employee Handbooks and Why We Should care.
• How the NLRA and the NLRB impact employee handbook policies and how the NLRB interprets the policies by Employers.
• How concerted activity is a critical protection impacted by the Employee Handbook policies.
• How creating an effective Employee Handbook will help Employers mitigate federal, state, local, and NLRB requirements.
• How the Boeing & Stericycle case decisions will impact how Employers will interpret NLRB enforcement.
• What Role the NLRA and the NLRB have on non-union employees.
• How employees can have leverage over Employers based on Employee Handbook policies on disciplinary actions involving employee workplace behaviors.
• What policies are at risk of violating the new NLRB Laws
• How you can prepare for the changes before you are violated for non-compliance.
• Which policies should be revised immediately.
• How training of HR/Managers/Supervisors will impact the company effectively and should be mandated as part of the policy changes.

Why You should Attend:

The NLRB enforces the National Labor Relations Act, which gives both unionized and non-union employees certain rights in the workplace. Find out how the changes at the NLRB may affect your company and why you might want to start making changes in your Employee Handbook now.

Employers should also “immediately review their policies and handbooks to determine if any of their existing policies could reasonably be interpreted by employees as chilling their right to engage in concerted activities and consider adding disclaimers that the policies are not intended to restrict employees’ rights under the NLRA. The new rule applies retroactively, so even those employee handbooks drafted and implemented before the Stericycle decision are subject to this heightened level of scrutiny. The NLRA protects “concerted activities” that employees engage in to improve working conditions. What is Concerted Activity and Why Should Employers Care?

Learn how Employers should review and make changes to their Employee Handbook policies to comply with the NLRB Rules and avoid allegations of violations of Concerted Activity Laws.

Duration – 90 Minutes

Who should Attend:

• All Private Employers
• Business Owners
• Company Leadership
• Compliance professionals
• HR Professionals
• Managers/Supervisors
• Private Employers in all industries
• Small Business Owners
• Large Business Owners