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On the Road to Success… Preparing for the Changing NLRB Landscape

Past Event Detail

September 22, 2016
8:30 AM - 10:30 AM EST
Jackson Lewis P.C.
520 Pike Street
Suite 2300
Seattle, WA 9801
Registration Fee: Complimentary

Register now for a complimentary breakfast seminar in cities throughout the country on the law and trends affecting union and non-union employers. Learn how your organization can develop best practices to comply with changes in the law.

8:30 – 9:00 AM Breakfast and Registration
9:00 – 10:30 AM Program

Topics include:

“Quickie Election” Rule One Year Later – Union elections soon after a union petition and earlier, more intrusive access by unions to employee contact information are just two consequences of the Rule. Find out the best practices for compliance.

New Approach to “Joint Employer” Status, Part One – The NLRB’s Browning-Ferris broadened “joint employer” to include employers who indirectly impact third party employees’ terms and conditions of employment and made it easier to pull in more entities. Learn how to determine the best compliance approach for your organization.

Joint Employer Status, Part Two – The NLRB’s expected decision in Miller & Anderson will address whether temporary employees supplied by a supplier company (who would be less loyal to your company) may be combined with regular employees into one bargaining unit without consent, contrary to existing law.

Work Rules/Expansion of Purple Communications – The NLRB continues to scrutinize employer work rules and now the Board’s landmark 2014 decision giving employees access to their employers’ email for union organizing may be expanded. The NLRB General Counsel wants the Board to require employee use of employer computers to access Facebook, Twitter, and other social media. Learn how to write rules that comply with NLRB analysis.

Misclassification of Employees as Independent Contractors – Workers misclassification can be a violation of numerous state and federal laws. Now, the NLRB General Counsel wants to convince the NLRB that misclassifying an employee as an independent contractor should be considered an independent violation of the National Labor Relations Act. Learn how to comply if the law changes.

*Pending in WA and approved in NY

Contact Us for More Information

Please contact Alex Patafio at or 404-586-1802, Mercedes Potosme at or 213-630-8203.

Practices Represented