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Looking for a new Executive Director

CUE is looking for a new Executive Director

We are accepting applicants for our new Executive Director. If you are interested in being considered for this position, we are sharing some of the position requirements below.

The position Title is CUE Executive Director who reports to the Chair of the CUE Board of Directors. This position and the CUE Administrative Assistant, non-exempt, constitute the full-time support staff for the organization.

CUE – a Community for Positive Employee Relations, is a non-profit employer’s association, currently headquartered in Norcross, GA,
committed to promoting union-free operations through positive employee relations. CUE is a membership association with 200+ member companies ranging in size from 150 employees to hundreds of thousands of employees.

This is a position with diverse responsibilities but a great deal of flexibility built into the role. Relocation is not required.

Primarily, CUE member companies are based in North America, although we have many well known global brands within our membership base.

The Executive Director is responsible for leading and managing the organization. Here are some of the essentials requirements of the job:

• Commitment to CUE Fundamental Principles and assisting employers to operate directly with their workforce by creating an engaged workforce through positive employee relations practices.
• Experience as a CUE member or CUE Board member.
• Prior director level experience.
• Demonstrated experience with driving a culture of accountability and executing business plan with excellence
• Ability to build a strategic business plan to understand the health of the organization and foresight to anticipate future changes.
• Proven ability leading and developing others.
• Product or service marketing experience, ability to convert concept or direction to a product or service.
• Financial acumen – budgeting, budget management, billing, accounts payable, accounts receivable, and financial reporting.
• Labor and/or employee relations knowledge and experience.
• Conference planning and management. Identify, vet and source content and speakers for CUE Conferences and regional meetings.
• Strong technical literacy in information management and marketing.
• Must be able to travel as needed.
• Oversees or manages social media properties and Google ad words.
• Prepares and publishes content for CUE blog, the weekly newsletter, and other emails or member alerts as needed, including breaking industry news and periodic legal alerts.
• Membership relations including attracting new members, retaining existing members and marketing to build interest in CUE.
• Provide periodic “clearinghouse” assistance to members seeking networking and benchmarking.
• Promotes and manages volunteer participation.
• Ability to effectively lead board meetings.

Competencies:

• Strategic Perspective
• Executive Presence
• Analytical skills
• Leadership and organizational influence
• Financial acumen
• Project Management – resource development
• Strong interpersonal and relationship-building skills
• Effective Communication – proficient written and presentation capabilities
• Customer service ethic
• Discipline and Follow Through
• Integrity – personal/credit/ financial solvency (credit and background check).
• Influence Skills

If you or someone you know are interested in learning more about the job or may wish to submit a resume for consideration, please have them send their information to Interim Executive Director, Anne Cooper, by Friday, March 6, 2020

Breaking: NLRB Issues New Joint Employer Rule Requiring Direct Control

Big news from the National Labor Relations Board today, as they have announced they will be releasing their final rule on a joint employer standard tomorrow. This is a big step towards settling a thorny issue for many employers, especially in the restaurant and hospitality industries.

The National Labor Relations Board will issue its final rule tomorrow, February 26, 2020, governing joint-employer status under the National Labor Relations Act.  The final rule restores the joint-employer standard that the Board applied for several decades prior to the 2015 decision in Browning-Ferris, but with the greater precision, clarity, and detail that rulemaking allows. The final rule, which can be found here, provides clear guidance in this significant area of the law.

Fact Sheet – Joint Employer Final Rule

Press Release – Joint Employer Final Rule

IMPACT OF THE FINAL RULE 

A joint employer finding has significant implications for rights and obligations under the NLRA relative to collective bargaining, strike activity, and unfair labor practice liability: 

• If the employees are represented by a union, the joint employer must participate in collective bargaining over their terms and conditions of employment. 

• Picketing directed at a joint employer that would otherwise be secondary and unlawful is primary and lawful. 

• Each business comprising the joint employer may be found jointly and severally liable for the other’s unfair labor practices. Because of these important consequences, the purposes of the NLRA are not furthered by drawing into a collective-bargaining relationship or exposing to secondary coercion and joint and several liabilities, a direct employer’s business partner that does not actively participate in decisions setting employees’ wages, benefits, and other essential terms and conditions of employment.

JOINT-EMPLOYER STANDARD OVERVIEW

 The Final Rule:

• Specifies that a business is a joint employer of another employer’s employees only if the two employers share or codetermine the employees’ essential terms and conditions of employment;

• Clarifies the list of essential terms and conditions: wages, benefits, hours of work, hiring, discharge, discipline, supervision, and direction; • Provides that to be a joint employer, a business must possess and exercise such substantial direct and immediate control over one or more essential terms and conditions of employment of another employer’s employees as would warrant a finding that the business meaningfully affects matters relating to the employment relationship;

• Specifies that evidence of indirect and contractually reserved but never exercised control over essential terms and conditions, and of control over mandatory subjects of bargaining other than essential terms and conditions, is probative of joint-employer status, but only to the extent that it supplements and reinforces evidence of direct and immediate control; FACT SHEET Joint Employer Final Rule

 • Defines the key terms used in the final rule, including what does and does not constitute “substantial direct and immediate control” of each essential employment term; • Makes clear that joint-employer status cannot be based solely on indirect influence or a contractual reservation of a right to control that has never been exercised.

Another Tech Company Gets Unionized

Employees at Kickstarter unionize

According to POLITICO, engineers, analysts and other employees at the crowdfunding company Kickstarter voted to join the Office and Professional Employees International Union, the company said today.

The NLRB vote, 46-37, marks one of the tech industry’s first successful organizing drives, and comes as labor groups ramp up efforts to organize video-game and other tech workers.

“The tech sector represents a new frontier for union organizing,” said Richard Lanigan, OPEIU president and Local 153 business manager, in a prepared statement.

During the union drive, Kickstarter declined to grant the union voluntary recognition, the union said, and engaged in “typical union-busting and intimidation techniques” such as “hiring a crisis-management public relations firm” and firing employees on the organizing committee.

But the crowdfunding company wrote today in response to the vote that “leadership supports and respects their decision.”

“We’re proud of our staff and of the fair and democratic process that got us here,” the company tweeted.

The vote follows a wave of tech worker unrest in recent months, including walkouts and employee protests at Google over issues ranging from the company’s handling of sexual harassment to its work with Customs and Border Protection. Employees at Riot Games in Los Angeles walked off the job in May over the developer’s policy of requiring mandatory arbitration in worker disputes.