With a newly seated Labor Board and a new General Counsel, we are already seeing a sizeable shift in initiatives and priorities, which impacts union organizing. As the Board shifts to the “right,” organized labor is almost certain to reinvigorate organizing efforts in order to protect its market share. In fact, we have already witnessed an uptick in union petition filing, and the win rate for unions in certification elections continues to be historically high. Is your organization prepared?

During our unique simulation, the Jackson Lewis team will walk attendees through a realistic organizing campaign, from initial card signing to election day. As part of the program, we will assist attendees in developing a “break the glass kit,” with effective card-signing communications ready to be utilized in the event of actual organizing activity.

This new program — designed to equip even the most experienced labor practitioners with new and innovative strategies — will enable attendees to develop and implement a labor relations plan that addresses the varied organizing challenges employers may face in 2019. With a focus on pre-petition organizing and card signing, this simulation will provide a new experience for those who have attended previously.

Who Should Attend: In-house counsel, managers, labor relations and human resource directors, senior executives and business owners. Attendance is limited to high level, experienced attendees. Regardless of your experience with union organizing and elections, this workshop will provide the strategies and tools you need to determine how to respond effectively and aggressively to labor organizing.

This dynamic, interactive workshop will prepare your team to:

• Draft and implement a detailed and effective labor relations plan to counter current organizing strategies;
• Use various tools, including electronic resources, to effectively communicate your message during a campaign;
• Strategically align job classifications to argue for the most appropriate bargaining unit for the company;
• Act preemptively in dealing with anticipated changes from a reconstituted NLRB;
• Identify and develop policy language that does not infringe upon employees’ rights to discuss terms and conditions of employment under Section 7 of the NLRA;
• Respond to difficult and challenging employment issues in the middle of a union organizing drive;
• Effectively fend off national and international corporate campaigns, including union requests for card check/neutrality;
• Address NLRB directives allowing union access to your property; 
• Lawfully respond to hand billing and picketing on or near your property; and
• Address employees’ social media use, including blogs, podcasts and YouTube to broadcast messages in support of a union using your organization’s own computers.