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Union Avoidance Virtual Summit

Union Avoidance Virtual Summit DVD is just $897.

Get all the training of an off-site seminar, for as many staff members as you choose, at a fraction of the price.
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This extended web seminar was held
September 24, 2009


For just $897, you can participate in this live event and get the DVD recording. That's 6 hours of video training your entire management team can use without incurring the travel expenses of a live conference!

The publisher of your state's Employment Law Letter presents
Union Avoidance Virtual Summit
Preparing for EFCA and Staying Union Free in 2009 and Beyond

Workshop Leaders  |  Agenda   |  Brochure

Like it or not, EFCA isn't going away. Even though Senator Arlen Specter has announced the “card check” provision will be dropped, the revised bill still has plenty of labor-friendly provisions for employers to worry about, including mandatory arbitration and a provision that sharply limits the time between organizers' declaration that they have enough support to call an election and the day of the vote. Organizers would even be guaranteed access to workers if employers hold mandatory anti-union meetings on company time!

And with the Democrats now possessing the 60th vote they need to overcome Republican filibusters (with the Al Franken win), union officials are redoubling their efforts to get EFCA passed.

Don't wait for a campaign to target your organization. Learn lawful strategies you can use NOW to fight Labor's new big push by participating in this extended web seminar

Union Avoidance Virtual Summit DVD is just $897. Get all the training of an off-site seminar, for as many staff members as you choose, at a fraction of the price.

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HRCI SealThe use of this seal is not an endorsement by HRCI of the quality of the program. It means that this program has met HRCIs criteria to be pre-approved for recertification credit.

CREDIT INFORMATION: This program has been approved for 5.5 recertification credit hours through the HR Certification Institute. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.

 

Participate in this virtual summit and learn your legal rights when facing a corporate campaign, as well as:

  • What to expect from the newly-updated EFCA now being debated in Congress
  • How to make unions irrelevant to employees
  • How to train your supervisors to spot the early warning signs of unionization
  • How to avoid unionization by hiring a better cadre of supervisors
  • How to use the art of persuasion to combat unions
  • Lawful strategies for fighting a corporate campaign

PLUS:
You'll have time to get answers to YOUR questions on fighting unionization when you participate in this extended web seminar.

VIRTUAL SUMMIT AGENDA:

  • Session 1: Know the Employer’s Rights Under the Law
  • Session 2: How the Revised Employee Free Choice Act Will Lead to Faster Union Organizing
  • Session 3: Train Supervisors to Spot Warning Signs of an Organizing Campaign
  • Session 4: Make Unions Irrelevant Through Effective Supervisor-Employee Relations
  • Session 5: How to Effectively Use the Art of Persuasion To Stay Union Free
  • Session 6: Make Unions Irrelevant Through Continuous Employee Education
  • Session 7: Game Plan for Fighting Organizing Campaigns
  • SPECIAL Q&A Session 8: Get Your Tough EFCA and Union Organizing Questions Answered

Here’s what makes this event unique:

Internet conferencing delivers all the professional learning benefits of a regular conference at a fraction of the cost. For one low price, train as many colleagues as you wish with no travel, lodging or per diem expenses.

Just like an off-site conference, you can pick and choose sessions that apply to you and your staff.

And unlike lessor imitators, this Virtual Summit addresses your toughest challenges in the fight to stay union-free , based on our conversations with thousands of HR executives and employment law attorneys nationwide.


For just $897, participate in this live event and get the DVD recording. That's 6 hours of video training your entire management team can use without incurring the travel expenses of a live conference!

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This event is perfect for:

  • HR Generalists & Specialists
  • HR Managers & Directors
  • HR Senior Vice Presidents & Vice Presidents
  • In-house Counsel



Union Avoidance Virtual Summit Agenda


Session 1:
Know the Employer's Rights Under the Law

It's a common misconception among nonunionized employers that the National Labor Relations Act (NLRA) and the National Labor Relations Board (NLRB) deal with issues involving only unionized employers. That simply isn’t the case. Many rules apply to employees regardless of whether their employer is unionized. So it’s not uncommon for employers without unions to unknowingly violate the NLRA in their day-to-day operations. In this session, learn the most common ways that employers without unions violate the NLRA by prohibiting or restricting employees from engaging in certain activities. Plus, you’ll discover significant points and rights that every nonunionized employer has at its disposal and should be ready to use.

Key Learning Objectives:

  • Discuss NLRA Section 7 and Section 8, and explore how these provisions safeguard the workers’ rights to self organize
  • Discuss employer rights under Section 8(c)
    Provide a brief overview of the collective bargaining process and its limitations
  • Offer tips on lawful communication with employees about unions and collective bargaining
  • Speakers: Michael Maslanka and Greg Naylor

 

Session 2:
How the Revised Employee Free Choice Act Will Lead to Faster Union Organizing
Even though the “card check” provision will likely be dropped from the current EFCA, the revised bill still has plenty of labor-friendly provisions for employers to worry about, including one that would trigger a union vote within five to 10 days after a significant portion of workers had signed union cards!

Learning Objectives:

  • Basic components of the revised EFCA bill as it stands today
  • Mandatory arbitration clause
  • Expanded NLRA penalties for unfair labor practice violations
  • EFCA's provision allowing union organizers access to company property
  • Speakers: Michael Maslanka and Greg Naylor

Session 3:
Train Supervisors to Spot Warning Signs of an Organizing Campaign

The critical element of the EFCA is that employers don’t participate in the unions’ process of soliciting employees to sign union authorization cards. In fact, union cards can be obtained before you are even aware of the union's signing campaign. Therefore, it’s more important than ever for your supervisors to learn how to spot the first ripples of union organization at your company. In this session, you’ll learn how to train your early warning system -- your managers -- to do the same. Plus, you’ll learn how to respond appropriately, without panic, drama, or overreaction, using the keys to early detection and response.

Key Learning Objectives:

  • Educate supervisors to understand the economic and non-economic reasons why employees may turn to a union
  • Train supervisors to respond appropriately if employees alert them to union activity, including what they can and cannot say
  • Teach supervisors to be willing and available to discuss union issues and answer any employee questions
  • Ways to provide backup to your managers and supervisors
  • Lay out for supervisors the type of information to which you need to be alerted, before it’s too late
  • Speaker: Greg Naylor and Liz D’Aloia

 

Session 4:
Make Unions Irrelevant Through Effective Supervisor-Employee Relations

Employees’ acceptance or rejection of union representation is heavily influenced by the relationship they have with their supervisors. So what can your management team do to improve that relationship? Using real-life examples from leading U.S. companies, you will learn how your company can avoid unionization by training your supervisors to become exceptional leaders.

Key Learning Objectives:

  • The “jerk manager syndrome” -- how it works, why it leads to unionization and how to avoid it
  • How to create a talent management program that promotes the right people to supervisory roles
  • The type of supervisor that employees want to work for -- and will also help keep your workplace union free
  • Holding supervisors accountable for their performance and how it plays into your union avoidance strategies
  • How to train supervisors to engage employees on workplace issues
  • How to establish communication and management policies that instill positive manager-employee relations
  • Session Bonus: New wrinkle in supervisory-employee relations: How the RESPECT Act will make it easier to unionize by revising the definition of a “supervisor”
  • Speakers: Michael Maslanka and Liz D’Aloia

Session 5:
How to Effectively Use the Art of Persuasion To Stay Union Free

IF EFCA becomes law, employers will no longer have the extended campaign period to sway, and ultimately, convince employees to reject a union. With less time to campaign, employers will have to ramp up an entirely new strategy that’s skilled in the art of persuasion. In this session, you’ll learn how to develop a campaign strategy that works overtime in persuading employees to remain union free.

Key Learning Objectives:

  • Understanding the current mood of today’s workplace -- and why it’s ripe for unionization
  • Why shifts in workforce demographics could lead to increased unionization
  • Give them what they want: The brand messages that today’s employees need to see at work and hear from their bosses
  • How to use work-life balance as part of your company’s persuasive pitch to stay union free
  • How to create programs that will position your company as an “employer of choice”
  • The messages that CEOs need to use in every internal and external communication in order to make unions a moot point among its workforce
  • Why building support in the community can go a long way in persuading employees to reject unionization
  • Speakers: Michael Maslanka, Liz D’Aloia, and Charles Pizzo

Session 6:
Make Unions Irrelevant Through Continuous Employee Education

Educating the workforce about unions is arguably an employer’s best defense against unionization. However, your education effort can’t be relegated to one or two meetings. In this session, you’ll learn how to use a long-term educational approach that begins with new hires and continues with sustained information that’s delivered to the workforce using employee surveys, internal magazines and company intranet.

Key Learning Objectives:

  • Why the employee handbook can become your greatest asset in educating employees about the benefits of a union-free environment
  • How to create a state-of-the-art on-boarding program that will make unions irrelevant to new hires
  • How to use employee surveys to assess your education efforts
  • How to use workplace communication channels to educate employees about EFCA and the RESPECT Act, such as employee publications, town hall meetings, company intranet, CEO blogs and company-run podcasts
  • Speakers: Michael Maslanka, Liz D’Aloia, and Charles Pizzo


Session 7:
Game Plan for Fighting Organizing Campaigns

When you’ve confirmed that a union has targeted your workplace, your first reaction might be one of anger or a sense of a betrayal. But the way that you respond will be very important, because it could result in unfair labor practice claims and additional expensive legal bills. If EFCA passes, get ready for additional penalties, including one that requires employers to provide triple back pay for unfair labor practices deemed willful or repeated. In this session, find out how to fight a corporate campaign without getting into the legal trouble.

Key Learning Objectives:

  • How EFCA would impact monitoring the improper conduct of both unions and employers during the organizing process
  • How EFCA would preclude employers from exercising their free speech rights under the NLRA to communicate with employees before they make a final decision on the issue of unionization
  • How to lawfully respond to union communications in the workplace, including posters and organizing meetings on company property by non-employees
  • How far you can go in limiting employee organizing on company property
  • What to do if employees are using company e-mail to organize
  • How to avoid unfair labor practice claims
  • What employers can do to dispute and fight unfair labor practice claims
  • How to respond when mistakes are made
  • Speakers: Michael Maslanka and Greg Naylor

Session 8:
Get Your Tough EFCA and Union Organizing Questions Answered

No doubt that EFCA brings more unanswered questions than answers to your union avoidance strategy, including: How closely will the NLRB monitor card abuses? What’s the process for decertifying a campaign? Would employees have the right to strike during interest arbitration proceedings? That’s why we’ve designed this session that puts you in control of the content, allowing you to pose your EFCA questions to our expert panel. No question is too tough. Our faculty is ready to help you tackle your union avoidance challenges.
Speakers: Michael Maslanka, Greg Naylor, Liz D’Aloia, and Charles Pizzo

 

DVD: $897
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Brought to you by the publisher of state-specific Employment Law Letters, Federal Employment Law Insider, and HRhero.com, Union Avoidance Virtual Summit will help you win the fight to stay union-free, both fairly and effectively. Finally, you'll be able to push back and say, “Enough is enough!”


For just $897, participate in this live event and get the DVD recording. That's 6 hours of video training your entire management team can use without incurring the travel expenses of a live conference!

You risk nothing by ordering because we will refund every penny,
no questions asked, if you are in any way dissatisfied with this live event.

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Your Workshop Leaders...

 

Elizabeth D'AloiaLiz D’Aloia joined Office Depot in 1999, and has worked in both the company’s Human Resources and Employment Law departments. She is an HR practitioner experienced in dealing with corporate campaigns and working with supervisors to address unionization. Liz is currently the HR Director for Office Depot’s western supply chain region and supervises a team of HR professionals who support 17 distribution centers. Liz served as General Counsel and as VP-HR for several transportation companies prior to joining Office Depot.

Ms. Aloia also worked in the trucking industry from 1990-1999. During that time, she was involved in several card signing campaigns and an unfair labor practice (ULP) claim that arose from an acquisition. Since here tenure at Office Depot, she has drafted Office Depot's position on unions, been involved in numerous card signing campaigns, and created and delivered (live and via e-learning) several supervisory training programs on union avoidance and on legal campaign communication practices. She’s also managed a few ULP's that arose out of organizing efforts and outsourcing at Office Depot.

 

Mike MaslankaMichael P. Maslanka, of Ford & Harrison, LLP, has more than 20 years of experience in litigation and trial of employment law cases, including defending several multi-party cases under the Age Discrimination in Employment Act, the Fair Labor Standards Act and the Civil Rights Act of 1991. He has served as Adjunct Counsel to a Fortune 10 company where he provided multi-state counseling on employment matters. He has also served as a Field Attorney for the National Labor Relations Board.

Mike is listed in The Best Lawyers in America and received individual recognition in the 2008 Chambers USA: America's Leading Lawyers for Business. He was selected as a “Texas Super Lawyer” by Texas Monthly and Law & Politics Magazine in 2003, and selected as one of the best lawyers in Dallas by “D” Magazine in 2003. Mike has served as the Chief Author and Editor of the Texas Employment Law Letter since 1990. He also authors the "Work Matters" column for Texas Lawyer.


Charles PizzoCharles Pizzo, principal, Pizzo Strategic Communications and of counsel to v-Fluence Interactive Public Relations, has counseled HR and legal teams regarding labor relations communication since the early 1990s.

He was on the front line during a protracted, 42-month strike for a steel mill, designed a campaign for a metals manufacturer that resulted in a union ending its strike after only one day, and implemented employee-centric HR communications for a regional construction company that has remained union free for over five years.

 

Greg NaylorGreg Naylor has represented management in the areas of labor and employment law for over 30 years. His practice includes arbitration, collective bargaining, NLRB proceedings, employment litigation, OSHA, FMLA, FLSA, and employment contracts. He has assisted businesses who wish to remain union free in battling lengthy corporate campaigns and agency charges. Greg is a past Chair of the Labor and Employment Law Section of the Iowa Bar. He is Editor of the Iowa Employment Law Letter and the Iowa representative for the Employers Counsel Network and a member of the Labor and Employment Attorneys Council of the Associated General Contractors of America. Greg is AV-rated by Martindale-Hubbell and has been listed in Best Lawyers in America (labor and employment law), Chambers USA: Leading Lawyers for Business in Labor and Employment Law, and SuperLawyers (Great Plains edition) in Labor and Employment Law.



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