I’m very focused on Donald Trump and his looming presidency these days. He will be inaugurated and become the 45th President of the United States of America one week from today. I’m not sure that will mean for our country, or for businesses, including CUE members. I am certain of one thing. I’m certain that CUE will be ready to help our members be prepared for the changes whatever they may be, and to help you respond when organized labor inevitably reacts to those changes.
You may not realize it, but 2017 marks the 40th anniversary for CUE as an organization. Think about that. We’ve been around through 40 years of changes in labor and employee policy . That means we’ve been helping our members build and maintain positive employee relations in the workplace since Jimmy Carter was President, as well as the administrations of Presidents Reagan, Bush I, Clinton, Bush II, and President Obama.
Labor policy in the United States has changed many times over those decades, from the center to the right and then far to the left under President Obama. We should expect it swing back to the right under President Trump, but who knows with certainty how far the changes may go? With our 40 years of experience, and the shared knowledge of CUE members and subject matter experts, we’re well positioned to help.
One of our LLAC members, Brian Bulger recently co-authored a legal article entitled Activist NLRB Created More Problems For All Employers in 2016 — What Happens Under President Trump? which is a great example of the kind of information we will be providing throughout the year when we create networking and educational opportunities for our members in 2017.
Per the article, things are going to change, but it may take a while and employers will need to be prepared for that.
“With the election of Donald Trump, employers are asking what changes are likely at the Board. For the present, there is a 2 to 1 Democratic majority of members. A former union lawyer is the general counsel and has the power to decide which unfair labor practice cases are litigated. Although there is a tradition that the Board should not decide major cases when not at full-strength, it is possible that the current majority will ignore the tradition and continue to issue far-reaching decisions. In fact, a series of such decisions were issued in August 2016, during the month that a Democratic member’s Board term expired.”
Join Us to Celebrate CUE’s 40th Anniversary and Get The Info You Need in 2017
Register early and save!
Speakers already confirmed include:
· Monday Keynote Unlocking an Ownership Culture Greg Hawks, Hawks Agency
· Tuesday Keynote Humanity Means Business China Gorman
· The Future of HR Rick Turner, Whirlpool
· How to Incorporate External Data into Predicting Vulnerability Fiona Jamison, Spring Intl.
· Big Data and Employee Analytics Dr. Zev J. Eigen
· Corporate Campaign Case Study with Brent Southwell, PJS of Houston
· Organizing Case Study Don Powell, Kemira
· Social Media & Engagement Alan Wild, IBM
· Improve the Workplace for Women by Creating Transparency Romy Newman, FairyGodBoss
· Labor Law Update /The First 100 Days – Policy Update
· Dark Web Site Demo and Client Case Study
· California Labor Law Update – David Wimmer
Register by January 31st to get the best pricing for CUE members ($775.00) and $1,195.00 for non-members.