The National Labor Relations Act (NLRA) is a federal labor law that gives employees the right to complain about unfair labor practices, unionize, refuse to join a union, and collectively bargain with employers. Effective Jan. 31, 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. In response to the increased awareness, attorneys have advised employers to audit their employment practices to ensure that they are in full compliance with all provisions of the Act. Failure to comply with the NLRA can result in lawsuits, penalties, and compensatory damages.

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 website 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.

To help employers protect their businesses from NLRA complaints and NLRB investigations, Personnel Concepts has created a comprehensive National Labor Relations Act Compliance Kit. Our exclusive compliance kit includes the forms, guidance, and information your company needs to mitigate the increased risk of employee complaints and pro-union activities. It includes a comprehensive plain language guidebook, documentation forms, training handouts, and an All-On-One compliance poster.

Who Needs It

All employers with two or more employees on payroll must comply with the National Labor Relations Act (NLRA) and related regulations issued by the National Labor Relations Board (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 and using the documentation forms included in our kit 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 compliance kit to identify risk areas, discuss potential issues, and document your compliance efforts can be used in your favor in an NLRA-related lawsuit.

Money Back Guarantee
If you’re not completely satisfied with our NLRA Compliance Kit, you can return it within 30 days from the original date of purchase for a full refund, less shipping and handling.

Specifications

Our NLRA Compliance Kit includes the following materials and information:

• A plain language guidebook with overviews of applicable regulations, a legal brief from an attorney, summaries of recent NLRB cases, and best practices for employers who wish to remain union-free.
• 25 Labor Law Poster Acknowledgment Forms for employees to sign to document that your company has fully complied with posting regulations, including the new NLRA posting requirements.
• 25 NLRA Training Handouts for Executives, Managers, & Supervisors to explain their obligations as company representatives under the law.
• An All-On-One NLRA Compliance Poster to comply with mandatory posting & notification requirements under the NLRA, including the new regulations.