Speaker, Gibbons P.C., "Preparing for the Impact of the NLRB's 'Quickie' Election Rules," Newark, NJ


April 10, 2014

Featuring: Christine A. AmalfeJohn C. RomeoMitchell BoyarskyJames J. La Rocca

On Thursday, April 10, the Gibbons Employment & Labor Law Group will host, “Preparing for the Impact of the NLRB’s ‘Quickie’ Election Rules: A Critical Seminar for Both Union and Non-Union Companies.” Christine A. Amalfe, Chair of the Gibbons Employment & Labor Law Group, John C. Romeo and Mitchell Boyarsky, Directors in the Gibbons Employment & Labor Law Group, and James J. La Rocca, an Associate in the Gibbons Employment & Labor Law Group, will provide insight into the implications of the NLRB’s “Quickie” Election Rules, as well as strategies to allow employers to move forward.

This morning program will consist of two panels:

    • The Perfect Storm: Understanding the Implications of the NLRB’s “Quickie” Election Rules

      The NLRB’s proposed “quickie” election rules will drastically alter decades’ old procedures regarding union elections and significantly reduce an unprepared company’s ability to combat union organizing. The proposed rule piggybacks off recent NLRB decisions that, among other things, provide unions greater flexibility in determining which employees can vote in an election through so-called “micro” units. Coupled with today’s union-friendly Board, companies face new and unique challenges when responding to union organizing efforts. This panel will discuss the intricacies of the proposed new rules, the emerging legal challenges, and the potential impact on both employers and employees.
  • An Ounce of Prevention … Practical Strategies Moving Forward

    With the proposed “quickie” election rules on the horizon and the availability of “micro” units, it is imperative that employers take a proactive approach before an election is upon them. It is no secret that companies practicing postive employee relations on an ongoing basis attract the best talent, are more productive, and minimize the risk of losing control of their businesses to unions. Even if a union never knocks, implementing positive employee relations as part of a broader labor relations strategy will prove invaluable.