Worker interest in unions has grown in recent years. Many employers are now asking themselves what they need to know about this recent re-emergence of the U.S. labor movement.  According to the Economic Policy Institute, 16.2 million U.S. workers were represented by a union in 2023 — an increase of 191,000 from 2022. Evidence also suggests that another 60+ million workers wanted to join a union in 2023 but were unable to do so. These figures make it clear that the potential for unionization looms in many sectors that have not historically given it much thought. Common Union vs. Non-Union ..read more

Is your organization entering or already in the midst of an HR event or labor relations issue? Resolving disputes and grievances is urgent, but can also be a complex and delicate matter that requires great care. If you’re looking for a way to keep track of current labor disputes and move them along efficiently while mitigating your risks, the following tips are a great place to start. What Is a Labor Dispute? Cornell Law School uses the following labor dispute definition: The term “labor dispute” includes any controversy concerning terms, tenure or conditions of employment, or concerning the ..read more

Maintaining positive labor relations is just as important for a private employer as it is for a federal agency. Both private and federal employees have rights that must be protected and may file disputes or grievances in cases where unfair labor practices have violated those rights.  The Federal Labor Relations Authority (FLRA) is an independent government organization that administers the labor-management relations program for millions of federal employees. HR professionals who work for federal employers will need to understand how the FLRA intersects with their labor relations responsi ..read more

Employees in the U.S. have the right to union representation if they want it. Federal law protects the right to unionize and engage in related activities. Employers who violate these rights could face significant penalties. Section 7 of the National Labor Relations Act (NLRA) describes the protections that the law provides. It covers a wide range of activities, which can put employers in a precarious position. If a person could reasonably interpret an employer’s action or statement as interference with employees’ rights, it could be unlawful.  Prepare your organization for any eventualit ..read more

HR managers face a job that seems to grow in complexity every day. Managing a labor force was complicated enough when most employees worked from only one or a few worksites. In our post-COVID world, a company’s workforce might include remote workers located all over the country or perhaps even around the world. Multiple locations could mean multiple time zones.  Even on-site employees might work flexible schedules that make managing a “work day” into an around-the-clock job. On top of these challenges, employment laws and regulations are constantly changing. You need a comprehensive tech ..read more

Employees in the U.S. have the right to organize themselves for collective bargaining purposes. This often involves forming or joining a union, which then becomes the authorized representative of some or all employees in negotiations with the employer. Federal law prohibits employers from interfering with employees who are engaged in these types of activities. While the days when employers called in soldiers or armed guards to break strikes and prevent unionization are in the past, many employers still use a variety of tactics and strategies to discourage their employees from organizing. Strat ..read more

Employee grievances, arbitration, and litigation have increased exponentially over the last 5 years. No business is immune to labor relations disputes. Google, Walmart, and Bank of America (to name a few) have all felt the sting of legal woes to the tune of monetary losses and damaged reputations. If found liable, companies stand to lose millions in revenue, partnerships, and the expensive buy back of character with regards to public relations and redemption.  Today’s businesses are turning to case management and labor   relations software to ease the blow of potential cat ..read more

For professionals in the Employee and Labor Relations field, HR investigations are a common occurrence. There's been a greater focus on human-centric work models in recent years, but this doesn't mean all employees will be engaged and satisfied all the time. Whether you are within a Human Resources department at the hub of a multi-faceted company, or an individual leading of a small team of professionals in your own business venture, dealing with workplace issues and/or grievances is inevitable. To avoid HR investigations becoming a bottleneck in operations, or resulting settlements costing t ..read more

Employee and labor relations are closely related issues with some very important differences. Successful businesses understand the importance of both. While the two terms sometimes get used interchangeably, they refer to two different types of relations between employers and employees. “Employee relations” typically refers to interactions between employers and individual employees. “Labor relations” can refer to relationships between employers and the unions that represent their employees. Even if a company’s employees are not part of a union, the company can have a labor relations department ..read more

The arbitration process can be faster and less expensive for employers than litigation in the event of an employment dispute or labor grievance. Arbitration also gives businesses the opportunity to reduce the risks of bad publicity and ensure that the outcome is not in the hands of an unpredictable jury.  For these reasons, Arbitration agreements are favored by employers as time-saving and cost-saving measures — but they must be appropriately enforced. What Is an Arbitration Agreement? Arbitration agreements are legal contracts that essentially require both sides of a dispute (employer a ..read more