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The National Labor Relations Act applies to applicants for employment as well as employees. In this webinar, Michael J. Lotito, Littler Mendelson, P.C. shareholder, will provide an overview of the NLRA; discuss questions that can and cannot be asked of potential employees; discuss on-boarding of employees and how the on-boarding process was affected by the D.R. Horton and Hyatt decisions.
Mr. Lotito will also address the following questions: Who is covered under the NLRA, and what is the definition of "supervisor"? Which interview questions are and are not appropriate? What if an applicant lists a union shop as a prior employer? Can the candidate be asked if s/he was a member or how s/he felt about the union? If a person signs an at-will disclaimer, could the very policy be unlawful? Strategic HR might have arbitration agreements for all employees, and candidates will be expected to sign them. Can the employer insist the person do so? Should the union topic even be raised by the employer and, if so, how and when?
These issues will be discussed by Michael J. Lotito, Littler Mendelson shareholder. Mr. Lotito practices all aspects of traditional labor relations, including matters arising under the National Labor Relations Act. He has extensive experience in advising clients how to combat the new technique of corporate campaigns labor unions have used to increase their membership. He regularly assists clients in conducting internal and external vulnerability assessments to create stronger organizations which also help to pre-empt union organizing. Mr. Lotito is a former SHRM Chair who has his SPHR life certification.
Who Should Participate
: Senior human resource professionals with recruitment oversight and those actively engaged in the recruitment process.
What You Will Learn
1. Is an applicant for employment covered by the National Labor Relations Act?
2. How has the NLRB attacked pre-employment arbitration agreements and what should an employer do in light of the Board's position?
3. Does the NLRB consider at-will disclaimers legal?
4. Should an employer discuss its union-free status as part of the on-boarding process?
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The speaker's anti-union/anti-employee stance colored much of the information presented. Obviuosly biased speakers don't add a lot of usefulness to a webinar which should be able to present an issue in such a way that it doesn't unnecessarily bias listeners. Persuasion and reasoned presentation would go much further than mean-spirited comments and hyperbole.
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