What to Do if Your Employees Want a Union

Teri Morning Teri Morning

Human resources expert Teri Morning will show you how to avoid, spot, and respond to union organizing activity. You will learn the requirements of the NLRA and how they apply to your organization, union or non-union.

Topics Covered:

  • How does the National Labor Relations Act apply to your organization?
  • How can you assess risk for your organization?
  • What are the signs of organizing? How are unions organized?
  • What are the three main reasons employees form unions?
  • What are 12 ways to avoid a union in your workplace?
  • What is Protected Concerted Activity?
  • How will the new rule for determining joint-employer status affect you?
  • How should you respond to union organizing activity?
  • How can communication, culture, and management training help?
  • Why are NLRB decisions important for all employers?
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INFORMATION
Training Overview

Are your employees starting a union? Learn the details of the NLRA and your obligations.

Union organizing efforts have increased dramatically in 2022. Even in workplaces that do not fully unionize, employees are acting together to improve their pay and working conditions.

Enacted in 1935, the NLRA applies to most private sector employers. It is not just a union employer’s law—the NLRA protects employees who collaborate and negotiate in a concerted way, even if they are not in a union. They have the right to share information, form an employee group, or elect a union to bargain on their behalf.

Whether your organization has a union or not, it is more important than ever that you understand the NLRA and abide by its regulations.

  • How does the National Labor Relations Act apply to your organization?
  • How can you assess risk for your organization?
  • What are the signs of organizing? How are unions organized?
  • What are the three main reasons employees form unions?
  • What are 12 ways to avoid a union in your workplace?
  • What is Protected Concerted Activity?
  • How will the new rule for determining joint-employer status affect you?
  • How should you respond to union organizing activity?
  • How can communication, culture, and management training help?
  • Why are NLRB decisions important for all employers?
Recommended Audience
Who Should Attend?
  • Human resources professionals
  • Business owners
  • Plant managers
  • Operations managers
  • Safety managers
  • Employee relations staff
  • Location managers
  • Division supervisors
  • Supervisors
  • Executive directors
  • Program directors
  • Bargaining leaders
APPROVAL AND VALIDITY
Credits
  • This program has been approved for 1.5 general recertification credit hours toward PHR, SPHR, and GPHR recertification through the HR Certification Institute.
  • This program is valid for 1.5 PDCs for the SHRM-CP or SHRM-SCP.
What's included
Training includes
  • 1.5 HRCI, 1.5 SHRM
  • Certificate of Attendance
  • All resources and training materials
Teri Morning
About

Expert Presenter

Teri Morning
  • Specializes in solving company people problems and providing big company style HR service to small business
  • Over 20 years of experience in human resources and training in a variety of fields
  • Certified in mediation skills, project management, and IT management and qualified
  • Has held the PHR, SPHR, SPHR-CA and SHRM-SCP certifications
  • Master’s degree in human resource development with a specialization in conflict management
  • MBA
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