National Labor Relations Act Compliance Kit

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A comprehensive compliance kit to help employers ensure their compliance with all provisions of the National Labor Relations Act (NLRA), including new guidance on unlawful workplace rules released in March 2015.

The National Labor Relations Act (NLRA) is a federal labor law that gives employees the right to complain about unfair labor practices, form unions, refuse to join a union, and collectively bargain with employers. Even in non-union workplaces, employees are protected from retaliation under the NLRA when they engage in a “protected concerted activity” by complaining about wages, hours, or working conditions on behalf of two or more individuals. In March 2015, the National Labor Relations Board (NLRB) issued new guidance indicating that certain workplace rules, policy statements, and employee communications may be unlawful under the Act. Any workplace rule or policy that is construed to discourage an employee from engaging in a protected concerted activity violates section 7 of the National Labor Relations Act (NLRA).

In response to the new guidance, attorneys have advised employers to audit their workplace rules, policy statements, and employee communications 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, over the last four years, the National Labor Relations Board (NLRB) has issued several case decisions regarding employee use of social media (i.e. Facebook, Twitter, etc), and has published two comprehensive reports 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. Any employee who makes such a complaint online or via social media is protected from unlawful retaliation, even if it was never submitted as a formal complaint to management.

To help employers protect their businesses from NLRA complaints and NLRB investigations, Personnel Concepts has revised its comprehensive, best-selling National Labor Relations Act Compliance Kit for 2015. Our exclusive compliance kit includes the forms, guidance, and information your company needs to ensure that workplace rules and polices do not violate the National Labor Relations Act. It includes a comprehensive plain language guidebook, a legal brief from an attorney, a self-audit checklist, training handouts, and a notification 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).


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 and training materials included in our kit can help you demonstrate good faith compliance during an NLRB investigation.

Lawsuit Prevention and Defense
Due to the new guidance, 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.


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.
  • A Self-Audit Checklist to determine if existing workplacerules, policy statements, or employee communications are in violation of the NLRA, based on the NLRB’s March 2015 guidance.
  • 10 Employee Complaint Details documentation forms to help employers determine whether an employee complaint constitutes a “protected concerted activity” under the NLRA.
  • 10 NLRA Training Handouts for Employees and Managers to explain their rights and obligations under the law.
  • Online access to downloadable forms and checklists.
  • An 11” x 17” Protected Concerted Activity Poster to demonstrate good faith compliance with Sections 7 and 8 of the Act, which applies to all employers (non-union workplaces and unionized workplaces).