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Upskill Your ER Staff with Union Campaign Simulation and CUE Cert Course in Minneapolis

  • August 17, 2018

Upskill Your ER Staff with Union Campaign Simulation and CUE Cert Course in Minneapolis

CUE Newsletter for Friday, August 17, 2018

It won’t be a shock if you follow politics, but it looks like the 2018 midterm elections and the general election in 2020 will be driven by a sharply divided population with Democrats leaning progressively left more than ever, and the Republicans continuing their veer to the conservative right under President Trump.

According to The Hill, Bernie Sanders and democratic socialism increasingly look to be winning over the Democratic Party, raising concerns among some Democrats about whether it could hurt the party in this year’s midterms, and the presidential race of 2020.

Bernie Sanders lost the war but won the battle to reshape the party,” said Brad Bannon, a Democratic strategist.

Peter List points out that Senator Elizabeth Warren just proposed new legislation, that if it were ever to pass, will “destroy capitalism,” according to Jeffrey Miron, Harvard director of undergraduate studies.

This California bill would mandate women on company boards.

And it’s not just politics, as can be seen in this article shared by Terry Dunn. Check out the start-up incubator known as The Workers Lab. The Workers Lab is a union-backed accelerator working on ways to disrupt capitalism.

CUE Labor and Employee Relations Certification Course
Do you have members of your HR or Operations team who are new to employee and labor relations and need to upskill? The CUE Certification course is the perfect way to help them get up to speed. Offered once a year as part of the CUE Conference, the Certification course offers sessions spread over 3 days devoted to teaching staff the basic elements of labor relations at the very low member price of $220.00.

9/24 Monday 1:15 – 4:45 PM Labor and Employee Relations Basics in the Workplace

9/25 Tuesday 1:15- 4:45 PM Basics of Labor Law

9/26 Wednesday 8:00 -11:30 AM – Election Campaign Simulation

The Wednesday campaign simulation is also available as a stand-alone post-conference workshop. (CUE members @ $160.00, non-members @ $200)

Fall 2018 CUE Conference

The Fall 2018 CUE Conference is the community event for leaders who believe in and promote positive employee relations in the workplace. With stellar networking opportunities built into the event and the most up-to-date information on labor/employee relations and engagement trends, CUE keeps you ahead of the curve in today’s rapidly changing labor environment!

Need a taste of what we will be talking about at CUE? Check out this TED talk from Justine Constantine: You Are Stronger Than You Think You Are

There’s no better time to register for the Fall 2018 CUE Conference. Members enjoy the full conference experience for $875. Non-members $1,250 Register here.

Hotel block rate available until August 31st at $219 a night: Hyatt Regency Minneapolis

Employee Engagement

Keynote: Leadership Approachability and Improving Retention – Phil Wilson

How Best Buy Fosters an Engaged Culture

Moving Beyond the Employee Survey

The Four Things Your Leaders Must Have to Be Successful: Soft Skills For Leaders (and why they matter now more than ever!)

Analytics and Assessments; the Science and Art of Preventing Dysfunction

Positive Employee Relations

Union Rebranding: A Look at Emerging Organizing Trends and How Best to Defend

2018 Labor Law and Policy Update

Labor Relations 101

Case Study: Minnesota Home Health Care Campaign

Case Study: Jimmy John’s Corporate Campaign

Anatomy of a Campaign – Peter List

The Robots are Coming! The Robots are Coming!

Driving Business Outcomes

Keynote: Beyond Political Correctness: Inclusion and Equality in Modern Employee Relations – Sarah Morgan

The Cost of Unionization and ROI of remaining union-free – Jim Gray

Using Virtual Reality to Improve Positive Employee Relations Training

Your Brand is in Trouble: Internal and External Crisis Communication Planning – Nick Kalm

“From We Will to At Will” – Justin Constantine

Billiards and Employee Relations.  It’s all about the CUE.

  • March 24, 2018

Billiards and Employee Relations.  It’s all about the CUE.

Here’s a quick video from Brant Menswar, who will be our Monday keynote speaker and emcee for the Spring 2018 CUE Conference in Tampa.  He will either be speaking to us about billiards or change management. We’re not quite sure yet.

8 Reasons to Reread Your Employee Handbook

  • November 10, 2017

8 Reasons to Reread Your Employee Handbooks 

It’s critical to keep up with local legislation.

Last month at the CUE Conference in Indianapolis, Steve Wheeless, John Lovett and Roger King did a legal update panel where one big lesson shared was the need for employers to reread their employee handbooks.   This blog is part of a series of blogs we’ll post over the next few weeks that captures highlights of some of the key sessions.

The EEOC and NLRB are constantly reviewing cases that involve employee handbooks.  If you haven’t updated your policies in a while, you may want to consider whether your handbook is protecting your company or making it more vulnerable.  Here are a few of the most recent issues raised by the legal panel at CUE’s 2017 Fall Conference:

  1. What’s Confidential? The NRLB has ruled that employees have a right to talk about things like discipline, pay, and terms of employment.  If you have a rule that restricts employees from discussing these things, it’s probably unlawful.
    Investigatory information may still be considered confidential; there hasn’t been a clear ruling here.  If you’re confident about the upcoming changes in the NLRB, then you may consider having a rule against discussing HR investigations.  If you want to be safer, you might state in your handbook that employees may be called to participate in HR investigations, which are generally confidential in nature, and that they’ll be instructed on a case by case basis as to whether or not participation is confidential.
  2. LGBT workplace protections will likely continue in the same direction we’ve seen for the last few years. It’s not likely that a Republican administration will change that.  If you don’t have protections in your handbook covering sexual orientation, you may consider adding it and training managers on having an inclusive workplace.
  3. Your dress code may need to be reviewed in regard to union insignia. Companies cannot restrict the size of union insignia if employees want to wear it, and even questionable content, such as Cut the Crap, as long as the accompanying text makes them seem less offensive (e.g., WTF: Where’s the Fairness?).
  4. Do you have a social media policy? It may be time to review it. When someone brings you a really awful social media post from one of your employees, our expert’s advice is to take a deep breath and encourage supervisors to do the same.  Social media posts may be considered concerted activity.  There’s a lot of social media behavior that is protected by the NLRA, particularly if the privacy settings for the post are not set to public and there’s no impact on business.  Consult legal counsel if you’re not sure, before taking any action.
  5. Are your conduct rules ambiguous? Rules such as prohibiting conduct that “impedes harmonious interactions” or making “negative or disparaging comments” about the abilities of other employees have been deemed unlawful by the NLRB because they could be construed to mean that they prohibit concerted activity.  Even policies regarding foul language and profanities may not be lawful, depending on how they’re worded.
    However, it is likely that changes in the NLRB will take the Miscimarra dissent from the William Beaumont case and turn it into a majority opinion when the right employee handbook case comes before them. Miscimarra called for a test that balances any adverse effect the policy may have on NLRA protected activity against legitimate justifications a particular business may have for imposing the rule.
  6. Is your wellness program voluntary? The EEOC is currently reconstituting the rules on wellness programs, particularly regarding how much incentive companies can offer employees for participation and what medical information it can require from employees.  Check the rules of your wellness program to make sure the language and incentives are clear and stress the voluntary nature of the program.
  7. Retaliation Guidelines were updated in 2016. They are a broader interpretation of what constitutes retaliatory behavior. If you haven’t read the EEOC guidance, there’s no time like the present.  Be sure to train your managers and supervisors on what actions can be construed as retaliatory and give them guidance on protected activities and how to react to them.  Retaliation makes up the largest amount of EEOC complaints.
  8. Guidelines on avoiding harassment in the workplace were also recently updated. Strong and comprehensive harassment policies, regular training, and “trusted and accessible complaint procedures” are among the core principles stressed by the EEOC.  In order to defend your company against a potential claim, you should be able to prove that you have a clear, comprehensive policy against harassment that is communicated to your employees and that your internal complaint process is easy to understand, communicated to employees, and provides multiple avenues for employees to lodge complaints.

A quick update to the language of your handbook, along with training your supervisors on changes in labor laws and practices, could save you a lot of headaches and extra work in the future.

Article by Lara Lawson

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