CUE Labor and Employee Relations Certification Course Available
Do you have labor and employee relations staff or operations managers who need their labor knowledge upskilled? Check out the Spring 2020 CUE Certification Course!
The CUE Labor and Employee Relations Certification course will be offered during the Spring Conference. The format has been revised to allow attendees to pursue the certification without missing out on learning sessions during the conference. Must attend all three sessions to qualify for the certification.
Sessions one and two of the course will be held on Sunday, May 3 from 8 am – 2 pm.
#1 Creating and Maintaining a Positive Employee Environment – 8 -11 AM
#2 U.S Labor Law and its Impact on Remaining Union-Free – 11 AM – 2 PM
Session three will be held on Wednesday, May 6 from 8 am to Noon.
#3 Managing and Combating a Union Organizing Campaign – 8 AM to 12 PM
NOTE: This means that a Saturday evening arrival and a Wednesday afternoon departure will be required to attend the course. The registration fee for the Certification course is $250 for members.
Post-Conference Workshop – Union Organizing Campaign Simulation
Session three of the Cert Course is also available as a stand alone post conference workshop on Wednesday, May 6 from 8 am – Noon CT. This session is a great way for your leaders to experience an election campaign with nothing to risk.
Managing and Combating a Union Organizing Drive, is led by seasoned labor relations practitioners and consultants. It is designed to break down an organizing campaign into its critical elements and provide instruction on how employers might manage or combat those elements. The format will involve instruction and interactive opportunity to apply the materials covered to various scenarios presented by the instructors.
This post is a bit unusual for the CUE blog and those of you in the CUE Community for Positive Employee Relations.
Today we are hosting a recurring online event known as the Carnival of HR.
A blogging carnival is a social media meme in which a group of bloggers submit blog posts to a “host” who compiles the posts into one collection that is then published on their site on the prearranged day. The posts and bloggers are generally focused on a similar area of interest, such as Human Resources, and may or may not have a theme which unites the posts on a specific question or topic. Carnivals occur on a regular schedule, monthly/biweekly/weekly, and the carnival hosts change after each event. You can find more information about blog carnivals here.
The Carnival of HR is a monthly carnival that focuses on Human Resources, Recruiting, Business, and Management blogs. Each carnival brings together a diverse collection of posts that will make you think and introduce you to new blogs and new writers.
The theme for this particular edition of the Carnival of HR was movement. Moving up, moving on, creating a movement, or in my own personal case – literally moving to a new state.
If you haven’t heard yet, it was announced a few weeks ago that I am leaving CUE to pursue a new opportunity with my former employer back in Florida. This singular decision has created a massive influx of change into my life and my work and has definitely been challenging, and that’s was drove the theme of movement.
We received some excellent articles and so let’s move on to those links.
First up is John Baldino of HumaReso with a post that manages to combine board games, Les Miserables and candidate personas. Check out Little People.
Kelly Wong from Achievers was, well a bit of an overachiever, submitting two posts. First up is 5 HR Tech Trends to Look Out for in 2020 and Beyond. The bonus post is The Case for a Four-Day Work Week. Definitely a move I could get behind.
Judy Lindenberger, President of The Lindenberger Group, LLC educates us on What Is the Difference Between Executive Coaching & Career Coaching?
Melanie Peacock calls out the idea that “When you change the way you look at things, the things you look at change.” – Wayne Dyer, and asks us to take a look at the idea of User-friendly HR.
Kurian Prasad shares insight on a fundamental decision that one needs to take before making moves in HR to ensure that the moves are directionally correct. On what good looks like: HR policies and processes
Stuart Rudner shares some thoughts on the latest way people are moving on from their old employer with Is This The End? Video Update on Employee Resignations
Here is Anthony Paradiso with a nod to MLK and legacy with What Hurricanes Will You Leave In Your Wake?
From Melissa Suzuno at Udemy, and based on a survey of 200 Learning & Development (L&D) leaders, here are the top 8 L&D priorities for 2020.
Julie Winkle Giulioni hits us up with her 2020 Vision: One Thing Leaders Must See Clearly in the Coming Year.
Last but not least, here is Christine Assaf with Looking Back: 10 Things That Have Changed the Workplace.
If you are ever in the Tampa area and want to grab a cup of coffee, let me know and I’ll meet you somewhere. – Michael VanDervort @mikevandervort on Twitter.
The proportion of government workers who were union members fell slightly in 2019, the first full year after a Supreme Court decision canceled a crucial stream of fee-based revenue, according to Bureau of Labor Statistics data released today.
The percentage of government workers who belonged to unions was 33.6 percent in 2019, down from 33.9 percent in 2018. Workers for county and city governments were the most likely to be union members (39.4 percent), followed by state government workers (29.4 percent) and federal workers (25.6 percent).
The dip in union membership was predicted widely after the Supreme Court’s June 2018 Janus v. AFSCME decision, which barred unions from collecting mandatory fees from union nonmembers to cover their share of collective bargaining costs, creating what economists call a “free rider” problem.
The Janus decision, in a manner similar to state right-to-work laws, incentivized government workers in unionized workplaces to quit the union or never to join in the first place. That’s because the union must, under current law, represent them even when they don’t pay union dues or a non-member “fair share” fee.
In 2019, the proportion of government workers who were represented by a union, a figure that includes union non-members in union shops, remained the same, at 37.2 percent.
The Janus case involved a state worker in Illinois, Mark Janus, who after winning his case quit his job and became a senior fellow at the Liberty Justice Center, a conservative nonprofit. Interestingly, the percentage of state workers who were union members rose in 2019 to 29.4, up from 28.6 in 2018, even as the percentage of federal and county and city governments fell.
Federal unions have long operated under right-to-work rules that create the same free rider problem as that created for other government unions in 2018 by Janus, so the ruling had no particular impact on them. But the Trump administration in 2018 issued three executive orders restricting federal unions in various ways. The executive orders were blocked by a district court judge, then later reinstated by an appeals court in July.
Membership rates for unions overall, public and private, ticketed down to 10.3 percent from 10.5 percent in 2018, continuing a decadeslong trend. The proportion of all workers who were represented by unions remained unchanged at 12.8 percent. In 1954, nearly 35 percent of all American workers were represented by unions, and as recently as 1983 representation was at 20.1 percent.