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Overview : 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 Covered in the Session: 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 Potential penalties Sample wage policy Sample social media policy Who Will Benefit: Vice Presidents of HR Human Resource Managers HR Generalist Employee Relations Managers Office Managers Operations Supervisors Operations Managers
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National Labor Relations Act, nlra, human resource law, employment rights, hr compliance, social media policy,
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