Labor Law Certificate Program
EANJ MEMBERS ONLY - Not open to the public
As a new era of labor law reform sweeps the nation, employers are increasingly challenged to operate their businesses with minimum external interference from labor unions and with the flexibility necessary to compete. Under the circumstances, success can be measured by proactive policies and practices achieved by understanding labor laws and maintaining positive employee relations.
In the wake of important labor law reforms, this LABOR LAW CERTIFICATE PROGRAM is the first such program in the country to help human resource managers lead their organizations both strategically and legally. Each session is led by John Sarno Esq., EANJ's president, a highly respected lawyer and trainer, and also includes other subject matter experts. In addition to EANJ's collective knowledge, participants will interact and network with peer professional and learn best labor relations practices.
Five, 2-Hour Sessions (see descriptions below)
Class Size, Web Access and Preparation Time
Limited to 20 participants on a first come-first serve basis. Recommended for Senior Level HR and/or Labor Relations Managers. Only EANJ member companies may participate. Access to the EANJ's website necessary. Participants may be assigned readings in preparation for each session.
Sessions are conveniently located at EANJ's Training Room in Livingston, NJ.
Times and Dates
All Sessions commence promptly at 9:00 am and will end approximately at 11:00 am. Light refreshments are available at 8:30 am.
|Payments received by July 31, 2012 qualify for special discounted rates:||Payments received after August 1, 2012 qualify for the following rates:|
|$990 per participant||$1,550 per participant|
|$900 per participant for two or more from same organization||$1,250 per participant for two or more from same organization|
Payment due in advance.
In order for a full refund of registration fees, written cancellation requests must be post-marked 30 days prior to commencement of the first session. Late cancellations will be charged a $250 cancellation fee. In the event a participant must cancel after the program begins, the participant will be refunded on a pro rata basis for future cancelled sessions and charged a $250 cancellation fee.
The Employers Association of New Jersey was established in 1916 for the purpose of helping employers maintain positive employee relations and to preserve management's property rights. EANJ believes that positive employee relations can best be achieved with programs and actions that recognize and nurture the dignity of the individual through a direct relationship between employer-employee based on mutual respect.
Program recieved 100% "Excellent" reviews on all categories by participants.
Session 1: Understanding Federal Labor Law
The purpose of this session is to examine the National Labor Relations Act and amendments in the context of current economics and to teach management their legal rights and duties under the law. Emphasis will be placed on evaluating the potential for union organizing activity and to explore legal strategies and common mistakes made by employers.
- Overview of the National Labor Relations Act and amendments
- Presentation of win-loss outcomes
- Reasons that employees organize
- Evaluating the possibility of union activity
- Current trends in National Labor Relations Board decisions
Session 2: Employee Rights and Unfair Labor Practices
The rights of employees to organize into labor organizations and to bargain collectively with their employers are two of the most basic rights guaranteed by federal law. Other rights include the right to engage in "concerted activity" for mutual aid and protection, which includes complaining about abusive supervision, excessive overtime, or health and safety hazards. The session will provide a comprehensive overview.
- Defining "interference" and "discrimination"
- Pro-union and other legally-protected speech
- Employee solicitation and distribution of materials
- Wages and Benefits
- Special considerations for government contractors
Session 3: Developing a Strategic Role for Supervisors
Supervisors are on the front-line with employees and personify the company's values and ethics. At the end of the day, the supervisor who can interact with subordinates in a fair and compassionate way, and who can communicate well and resolve conflicts in a constructive manner is a vital asset to the company. The role of the HR Manager is to promote awareness, open communication, fairness and conflict resolution strategies.
- Assessing the strengths and weakness of supervisors
- Developing an appropriate management philosophy
- Defining HR's role as a strategic partner
- Developing skills-based training and orientation programs
- Legal compliance
Session 4: Communications, Positive Discipline and Performance Evaluations
This session explores the organizational and legal implications of the primary interactions arising out of the employer-employee relationship. Employees need to know what is expected of them and how to deal with situations where expectations are unclear, ambiguous or in conflict with the employer's interest. Rules promote a productive, safe and healthy working environment but an organizational culture based exclusively on punitive discipline can degrade employee performance and engagement. Value is created with positive interaction.
- Communication without intimidating
- Positive/ punitive/ progressive/ preventative discipline
- Setting realistic and fair rules
- Legal considerations and consequences
- Avoiding wrongful discharge
Session 5: Implementing Legally Compliant Labor Relations Policies
As participants would have learned from prior sessions, federal law guarantees employee rights. However, the law strikes a balance between these rights and management's right to operate the business profitably and productively. This session will provide an overview of legal policies and practices.
- Questioning and interviewing
- Restricting solicitation and distribution
- Monitoring the workplace, including electronic communications
- Employee involvement and participation
- Meetings and communications
- Developing a strategy to remain flexible