Effective April 30, 2012, all private employers (with few exceptions) must comply with a new mandatory posting requirement under the NLRA. This new posting requirement will significantly increase employee awareness of their rights under the NLRA. As a result, employers now face an increased risk of NLRA-related complaints and pro-union activities.

Additionally, the National Labor Relations Board (NLRB) has issued several recent case decisions regarding employee use of social media (i.e. Facebook, Twitter, etc.), and recently published a comprehensive report on social media in the workplace. According to NLRB guidelines, it is a violation of the NLRA to fire an employee for a complaint posted on a social media site about wages, hours, or working conditions affecting two or more individuals. This type of complaint is known as a “protected concerted activity,” and any employee who makes such a complaint is protected from unlawful retaliation. Failure to comply with the NLRA can result in
lawsuits, penalties, and compensatory damages.

To help employers protect their businesses from NLRA complaints and NLRB investigations, Personnel Concepts has introduced an All-On-One NLRA Compliance Poster. This exclusive compliance poster includes the new mandatory posting requirement, a social media policy that complies with NLRA guidelines, and a grievance procedure that can be used as part of a unionavoidance strategy and enhance communication with the workforce. Posting this exclusive poster demonstrates good faith compliance with the Act and complies with the new mandatory posting requirement.

Who Needs It

All employers with two or more employees on payroll must comply with the NLRA and related regulations issued by the NLRB.

Benefits

Good-Faith Compliance
While many of the law’s complex provisions can result in inadvertent errors, government auditors and inspectors take into account whether the employer demonstrated a good faith effort to comply. Posting NLRA compliance information in the workplace can help you demonstrate good faith compliance during an NLRB investigation.

Lawsuit Prevention and Defense
Due to the new posting requirement, employers will become increasingly susceptible to employee complaints, lawsuits, and NLRA investigations. Utilizing our All-On-One NLRA Compliance Poster to communicate a social media policy and a workplace grievance procedure can help establish a defense against an employee claim under the NLRA.

Money-Back Guarantee

If you’re not completely satisfied with our All-On-One NLRA Compliance Poster, you can return it within 30 days from the original date of purchase for a full refund, less shipping and handling.

Specifications

Our All-On-One NLRA Compliance Poster includes the following notices:

• A social media policy that complies with NLRB guidelines
• The new mandatory NLRA Employee Rights Notice (effective 4/30/2012)
• A grievance procedure that can be leveraged as part of a union avoidance strategy to enhance employee communication in a non-union workplace