The annual SHRM conference starts in just 6 days. I’m blogging for SHRM again this year. One of the things they asked us to do is to feature one of the speakers from the conference. Here’s my Q&A profile with speaker Chad Richter, who will covering labor and employee relations developments in his presentation.
Q1. Chad, What’s your background and legal specialty?
I have always represented management with regard to labor and employment law matters. I have been practicing in the area of management side labor and employment law since May of 2000, almost 16 years . (i.e. 16 years). My practice is divided into three main areas: (1) preventive counseling and training; (2) traditional labor law; and (3) workplace litigation.
Q2. What topic are you covering at #SHRM16?
The name of the presentation is “Surveying the New Labor Law Landscape: A Rocky Road Ahead” The session will provide an overview of the NLRB’s recent activity and how it affects all companies whether union or non-union. This session will help attendees: (1) gain an overview of labor law trends and how they affect their organization; (2) Understand how the NLRB’s focus on expanding employee Section 7 rights makes many current business practices risky; and (3) learn practical recommendations to bring back to their organization.
Q3. What keeps you (and your clients) up at night?
The significant labor law changes that have occurred, the changes likely to occur in the coming months, and the impact on my client’s overall business. American businesses today are struggling to compete, attract a talented workforce and trying to stay ahead of daunting regulations. Given the increase in federal and state regulations, the challenges are compounded almost daily for employers in all areas of the country.
Q4. What do you see coming on the labor law front in the next 6-12 months that employers need to be preparing for?
I anticipate the NLRB will continue to scrutinize employer policy language that arguably has a chilling impact on employees’ Section 7 rights under the NLRA. I also anticipate the NLRB to broaden the impact of joint employment and the composition of the bargaining unit with regard to temporary workers. In preparation for these changes, we recommend employers review their external relationships to minimize risk of joint employment status and review policies and procedures from a traditional labor law perspective more frequently given the Board’s scrutiny of employer policies.
Q5. What;s the one thing you are going to do in Washington DC that isn’t related to #SHRM16?
One of my favorite restaurants is located in DC down the street from the White House. It’s called Old Ebbitt Grill and I plan to eat dinner there one of the evenings while I’m in DC.
See you in Washington D.C.!