Unions Boot Camp Webinar Recording

Virtual Boot Camp: Rigorous, Intensive
Webinar Training from the Comfort of Your Office

Keep Your Workplace Union-Free

America’s labor unions are on the move. After several decades of declining membership, they’ve reversed that trend, and today they represent almost 13 percent of the country’s workforce. What’s giving union organizers their second wind?

• High unemployment rates, anemic raises, and benefits cuts that continue feeding your workers’ worries about their paychecks and job security
• A new union-friendly president whose administration has fought very hard for legal changes that will encourage more union drives and activity
• New labor recruiting tools and techniques—from online videos and social media networks to “Union Plus” benefits – that help organizers reach key targets (including Gen Y workers and immigrants)

If you’re not prepared with the latest tools, techniques, and strategies to nip union organizing efforts in the bud – or deal with union activities once they have a foothold in your workplace – the consequences for your organization could be devastating.

Order this intensive boot camp recording on how to legally keep your workplace union-free.

In under 6 hours, you and your supervisors will learn the do’s and don’ts of dealing with today’s most pressing union threats – from teaching your workers the downsides of unions and monitoring organizing efforts on the job to fighting local “corporate campaigns” and dealing with union authorization cards and petitions.

Best of all, you can train your entire team for one low rate. It’s incredibly cost-effective training—perfect for these tough economic times.

Webinar Schedule

Labor Law Basics for Employers: What You Need to Know Now

• What the National Labor Relations Act (NLRA) really says – and its impact on both unionized and nonunionized workplaces
• The critical ways in which the NLRA applies in common, everyday work activities
• Your rights as an employer under the NLRA – and your workers’ rights, too
• The latest updates on pending union legislation such as the Employee Free Choice Act (EFCA)
• Recent court rulings that have affected labor law for employers

Union Organizing, Part One: The Early Warning Signs

• The key forces in and out of the workplace that lead to union activity (such as the tough economy, or a bad boss who creates ill will)
• Red-flag behavior by your workers that signals a union organizing effort may be under way
• How your supervisors can become your eyes and ears on the ground to spot union activity
• What you can do outside the workplace to monitor union organizing efforts targeting your organization

Union Organizing, Part Two: The Best Battle Plans

• The first steps you should take when you learn an organizing campaign is under way
• What you can do – within the law – to address union communication efforts, from on-site organizing meetings to clandestine e-mails sent via your computers
• How to handle issues surrounding union authorization cards
• The most common legal mistakes employers make in resisting organizing drives – and how you can avoid repeating them

Union Avoidance, Part One: Using Supervisors as Your Front Line of Defense

• How to train your supervisors to handle union questions and issues lawfully
• What the law says about who’s actually a “supervisor” for union purposes
• How your supervisors can address employee unrest and keep communication lines open
• Best practices for your managers to avoid workplace conflicts and negative behavior that could lead employees to seek union help

Union Avoidance, Part Two: Teaching Employees About the Dangers of Unions

• The workplace forces that can lead to union activity (from no pay raises to changes in employee demographics)
• How to use your existing assets – from employee handbooks and new-hire orientations to surveys and “town hall” meetings – to combat union activity
• What you should do to fight local “corporate campaigns” mounted by union leaders
• The proactive steps you can take to brand your workplace as employee-friendly and persuade workers to reject union pitches

About Your Speakers

Maria Anastas, Esq., is a partner in the San Francisco office of law firm Ogletree, Deakins, Nash, Smoak & Stewart, PC. She represents employers in labor and employment law matters, with a primary emphasis on traditional labor matters. She handles union organizing drives and corporate campaigns, collective bargaining and arbitration, and proceedings before the National Labor Relations Board (NLRB). Also, she provides comprehensive labor relations training to clients throughout the country. For the past 4 years (2006-2009), Anastas has been named one of the “Top 100 Labor Lawyers in America” by the Labor Relations Institute (LRI), based upon the number of union elections she has successfully defended during her career. Attorneys appearing on this list are chosen from more than 8,900 labor lawyers evaluated by LRI. Also, she has served as a contributing editor of the legal treatise The Developing Labor Law since 1996. She began her career as an NLRB field attorney in New Orleans. Anastas earned her law degree at Tulane University.

Jeremy C. Moritz, Esq., serves of counsel in Ogletree Deakins’ Chicago office. He represents employers across the full spectrum of labor and employment law, with a distinct emphasis on traditional labor matters. Moritz has handled scores of union organizing drives involving a wide range of businesses. Also, he advises clients in collective bargaining and grievance/arbitration proceedings and counsels them regarding labor disputes, strike contingency planning, lockout implementation, and staffing consideration. He has been named one of the “Top 10 Labor Lawyers in America” for the past 2 years (2008-2009), and he was also selected as an “Illinois Super Lawyers ‘Rising Star’” for 2009 and 2010. Moritz earned his law degree from Indiana University.

Eric C. Stuart, Esq., is a partner in Ogletree Deakins’ Morristown, New Jersey, office. He represents management in all aspects of labor relations and employment law, from collective bargaining negotiations and arbitrations to union organizing campaigns, unfair labor practices, and representation proceedings. Stuart has significant experience in the construction, manufacturing, and service sectors, and is counsel of record in numerous reported decisions of the National Labor Relations Board. He earned his law degree from Albany Law School (Union University).