Labor Relations and COVID-19: Protected Concerted Activity, Union Organizing and Collective Bargaining - Complimentary Webinar Series
As employees begin returning to work, COVID-19 is likely to continue to place pressure on private-sector workplaces. In particular, the National Labor Relations Act may be poised to take on renewed relevance in the COVID-19 era. Non-union employees may resort to old-fashioned walkouts in protest in protest of perceived unsafe working conditions. Employees may also pursue other newer forms of protected concerted activity, such as social media activity regarding their working conditions. On the organizing side, uncertainty in the workplace may cause employees to seek workplace representation from labor unions at rate not seen in decades. Finally, employers with established unions should anticipate union demands to negotiate over COVID-19 issues. Our three-part series will cover all of these issues and prepare your business for the new reality of operating in the era of COVID-19.
Part 1: Protected Concerted Activity and COVID-19
The NLRA protects concerted activity undertaken for “mutual aid and protection.” Protected concerted activity can take many forms, including work stoppages, in-plant demonstrations, publicity with customers, and social media activity. The NLRA protection of protected concerted activity applies to both union and non-union workplaces. Employees are increasingly resorting to protected concerted activity as a result of the COVID pandemic. This seminar will explain protected concerted activity and how it is likely to increase as a result of COVID.
Part 2: Union Elections and COVID-19
Will COVID-19 usher in a new wave of union organizing? It’s no secret that employees look to unions when they are fearful of working conditions. As employees return to work, employee interest in union representation to negotiate health and safety issues is likely increase. In addition, social distancing may make it more difficult for employers to utilize many tried-and-true campaign methods, such as employee meetings and ride-alongs. Employers should plan ahead for what could be a major uptick in union organizing.
Part 3: Collective Bargaining and COVID-19
A company generally must negotiate changes to “wages, hours, and working” with a recognized union. But what aspects of an employer’s response to COVID-19 is subject to mandatory bargaining? Likewise, what can a union lawfully demand to negotiate in regards to COVID-19? In addition, what information is a union entitled to obtain from an employer regarding COVID-19? This seminar what cover these important topics and others related to collective bargaining and COVID-19.
Join us for this complimentary informative series on Labor Relations in the era of COVID-19.
Jane Novotny | email@example.com or 562.653.3409