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Overview: This webinar introduces employers with union-free workplaces to the National Labor Relations Act (NLRA), which is generally perceived as governing only unionized workplaces, and how it impacts even employers without unions. This is a rapidly changing area of the law, which catches many employers and even some employment law experts by surprise.

For example, even what many had considered for decades to be a lawful statement of the at-will nature of employment, may now be unlawful. Important concepts, such as the difference between protected and unprotected concerted activity, are addressed in a practical way to assist employers in learning what policies and practices may be lawful and which are exposing them to unanticipated liability.

Why should you attend:While unionized employers already have some familiarity with the National Labor Relations Act (NLRA) and enforcement activity by the National Labor Relations Board (NLRB), many employers are unfamiliar with how laws governing unions have an increasing impact in non-union settings.

Many employers are astonished to learn that their social media policies are potentially unlawful under recent NLRB rulings and that they might not be permitted to terminate employees for social media posts. Others might be surprised to learn that their at-will statement in their personnel manuals might be unlawful or that they cannot routinely require employees to keep workplace investigations confidential.

Likewise, employers are experiencing unanticipated liability when they terminate employees for complaining to customers about their terms and conditions of employment. These are just a few of the ways in which the NLRB is catching many employers off guard and imposing liability even in non-union workplaces.

Areas Covered in the Session:

• What is the National Labor Relations Act
• Expanding reach of the National Labor Relations Board
• Discipline for complaining to customers about working conditions
• What at-will statements are now unlawful
• What social media policies violate the NLRA
• Discipline for social media posts
• Confidentiality and trade secret policies
• Other work rules being challenged
• Class action waivers

Who Will Benefit:

• Human Resource Personnel
• Supervisors and Managers