We had written previously about preventive steps organizations might take to avoid joint employer liability, and such actions should be considered now more than ever following the Boards decision in the Browning-Ferris case.
- Identification of managers and supervisors who will not be part of any unit represented by a union.
- Training those managers and supervisors on effective employee communication and other critical factors in employee satisfaction.
- Training those managers and supervisors on what they can and cannot do and say regarding union organizing, which varies under the labor law depending on the level of union activity in the workplace at any particular time.
- Careful analysis of potential employee grouping into bargaining units and strategies for using this in the employers favor.
Mark Mathison advises and represents a wide range of employers, including corporations, nonprofits, and educational organizations, on labor and employment law issues in the workplace. Mark chairs the firm's Labor Law team and is a ...
The information contained in this post is provided to alert you to legal developments and should not be considered legal advice. It is not intended to and does not create an attorney-client relationship. Specific questions about how this information affects your particular situation should be addressed to one of the individuals listed. No representations or warranties are made with respect to this information, including, without limitation, as to its completeness, timeliness, or accuracy, and Lathrop GPM shall not be liable for any decision made in connection with the information. The choice of a lawyer is an important decision and should not be based solely on advertisements.