How can you craft a social media policy that protects your company but won’t get you sued by the federal government? If an organization terminates an employee for violating its professionalism and non-disparagement policy, can the National Labor Relations Board (NLRB) force it to reinstate the employee and pay back pay? What parameters must a company follow when crafting other handbook policies and employee agreements, such as those governing confidentiality or talking to the media? This half-day class will give you the tools to craft a handbook and employee agreements that comply with NLRB guidance and case law. The NLRB spends an inordinate amount of its time prosecuting non-union employers for seemingly innocuous policies and agreements that it says may restrict or discourage protected activity, and Employers Council wants to help its members avoid finding themselves in a federal hearing. The class will provide a brief overview of National Labor Relations Act (NLRA), including unfair labor practices, investigations, penalties, and how to prevent and defend against unfair labor practice charges.
- Review relevant sections of the NLRA, including the definition of protected activity
- Review relevant guidance on crafting handbook policies to that could trigger an Unfair Labor Practice charge and subsequent monetary damages and employee reinstatement
- Covers a myriad of employer policies, including social media, confidentiality, open door, talking to the media, non-disparagement, off-duty access, coworker/manager/customer respect, walking off the job, use of company logos and trademarks, and bans on photography in the workplace.
- Covers arbitration clauses and other hot topics in employee agreements/contracts.
- Review the Unfair Labor Practices process: from charge to complaint to hearing
Human resources professionals, managers, supervisors, in-house counsel, and policy writers