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Course Details

Course Information
  • smart_display Format

    On-Demand

  • signal_cellular_alt Difficulty Level

  • work Practice Area

    Employment and Workers Comp

Date & Time
  • event Date

    Wednesday, November 17, 2021

  • schedule Time

    1:00 p.m. ET./10:00 a.m. PT

  • timer Program Length

    90 minutes

Credit Information

  • This 90-minute webinar is eligible in most states for 1.5 CLE credits.

$297.00
CLE
ALL

This CLE webinar will provide labor and employment counsel with a review of the latest rulings and NLRB enforcement initiatives. The panel will discuss the impact of the NLRB's decisions and strategies for employers--both non-union and union--to comply with National Labor Relations Act (NLRA) obligations.

Faculty

John S. Bolesta
Special Counsel
Sheppard Mullin Richter & Hampton LLP

Mr. Bolesta represents management in a wide variety of labor and employment litigation matters. He represents clients in a broad range of industries during union organizing attempts and litigation before the NLRB, contract negotiation and labor arbitrations. Additionally, Mr. Bolesta advises clients on best practices in employee relations and the development of comprehensive labor strategies to preserve the ability to maintain direct relationships with employees. He also regularly counsels clients on all aspects of federal, state, and local equal employment opportunity and fair employment practices laws and regulations, and regularly advises clients on confidentiality, trade secrets and noncompete matters. 

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Allison Anderson
Attorney
Foley Hoag LLP

Ms. Anderson is an associate in the firm's Labor & Employment group. Her practice focuses on representing and advising employers in a wide range of labor and employment matters. In her work, she represents corporations in labor arbitrations and collective bargaining involving unions. She also defends clients against discrimination, harassment, and wage and hour lawsuits. Allison represents clients in federal and state courts, before administrative agencies, such as the National Labor Relations Board and the Massachusetts Commission Against Discrimination, and before the American Arbitration Association.

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Description

During 2020-2021, the NLRB issued several significant rulings and reversals. Counsel and HR should immediately review their clients' labor practices and adjust their advice when guiding union and non-union employers to avoid potential liability associated with the new rulings while evaluating how they may take advantage of the rulings.

Specifically, not only did acting general counsel Peter Sung Ohr rescinded several employer-friendly memoranda issued by the prior agency attorney, but recently appointed general counsel Jennifer A. Abruzzo has issued a series of memoranda (1) outlining mandatory submissions to advice that likely will result in significant doctrinal shifts, (2) announcing an intent to aggressively seek Section 10(j) relief, and (3) urging Regions to seek from the Board "the full panoply of remedies available to ensure that victims of unlawful conduct are made whole for losses suffered as a result of unfair labor practices." Based on these developments, as well as recent Board decisions issued by the new administration’s Board majority, it is evident the NLRB will institute more pro-employee rules during the Biden administration, and employers must be prepared.

Listen as our authoritative panel of labor and employment attorneys discusses these and other rulings and reversals, other recent enforcement activity, potential pitfalls for employers, and best practices for employers to comply with NLRA obligations in an evolving legal landscape. The panel will explain what these rulings and reversals mean for employers moving forward and discuss anticipated NLRB action.

Outline

  1. Recent NLRB decisions and enforcement activity
  2. Best practices for union and non-union employers
  3. Anticipated NLRB action

Benefits

The panel will review these and other noteworthy issues:

  • What legal matters have the NLRB's 2020-21 rulings addressed?
  • What restrictions should employers consider with their business and commercial relationships?
  • What questions remain for union and non-union employers following the NLRB's 2020-21 decisions?
  • What steps should non-union and union employers take to ensure compliance with NLRA requirements in the future?