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    MCSHRM's June Meeting- The impact of key decisions of the NLRB upon company practices and policies, even in the non-unionized workplace

    Date: June 15, 2016, 6:00pm – 8:30pm
    TBD-Gaithersburg, MD
    Free for MCSHRM Members; $45.00 non-MCSHRM Members; $60.00 Walk-ins
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    An HR professional recently noted that he had stopped considering a particular job opportunity because of the potential that a union would eventually be elected to represent employees at the work site in question.  Right or wrong, his rationale was that serving as an HR professional would be significantly more complicated (and presumably stressful) if he had to deal with a unionized workforce. 

    Putting aside any judgment as whether this person’s motivation was appropriate, it was not correct from a legal perspective.  Indeed, due to several recent decisions from the National Labor Relations Board, the lines separating the unionized versus non-unionized workplace are increasingly blurred, and HR professionals must carefully consider the impact of key decisions from the Board upon company policies and practices, even in the non-unionized workplace.

    Issues impacted by such decisions include the following:

    • The expanded potential for one company to be deemed a “joint employer” in relation to the employees of another company at the same worksite, even when at least one of those companies may not have a union.
    • The increasing difficulties of enforcing arbitration agreements which contain class action waivers due to enhanced enforcement activity on the issue by the Board.
    • The Board’s expansion of the concept of “protected, concerted activity” and its practical impact upon company policies.  Examples of issues which are impacted by the Board’s decisions on this issue include whether an employer can prohibit employees from making recordings in the workplace (to include during a meeting with supervisors or HR); the propriety of instructing employees to maintain confidentiality concerning and during workplace investigations; he limitations upon employers’ policies prohibiting external discussions (and criticisms) about the company and its personnel by employees, to include through social media; and the enhanced risks of taking disciplinary action against an employee for insubordination and even physical aggression towards a supervisor during a meeting.

    Please click here for more information and to register: