ICYMI>>>New Learning Resource for Employee Relations Professionals

New Learning Resource for Employee Relations Prosty-dallas-banner-with-title

CUE just finished up a fantastic conference in Dallas.   We truly appreciate everyone who helped make it a big success.

While I was there, I got to take a look at a brand new and innovative product offering from one of our CUE Consultant Advisory Committee partners.  It’s called the UnionProof Certification Course from Walter Orechwa and his team at Projections.

It’s an on-line learning course that provides a great way to offer training for someone newly assigned to a labor labor and employees position, or to continue to build on the learning for your staff members who have attended the CUE Certification course, which has been attended by more than 150 managers in the past two years.

It’s a comprehensive offering covering all aspects of labor and employee relations  for anyone who needs to get a solid foundation or bone up on new developments. Attendees get 24 hours of SHRM or HRCI credit.   It will have live office hours for attendees every week. In fact, I’m covering several of the courses as part of the support from CUE.

You can get more information here, but today is the last day for the first course.  The next course won’t be offered until spring of 2017.

Keeping Up with the Compliances

CUE Labor and Employee Relations Daily

It’s a lot easier than keeping up with your pesky spendthrift neighbors!CUE daily image

The business community continues to be concerned about many of the NLRB decisions that are being handed down.  It seems like the National Labor Relations Board has been working on a continuous erosion of management rights for the past several years.

If you need to keep with these kind of changes in labor and employee relations, leadership or HR compliance information,  I’ve started a new free daily publication called the CUE Labor and Employee Relations Daily.  It’s a daily newsletter offering content from a variety of news resources and subject matter experts  that I curate and publish at around 11:00 AM daily via a paper.li newsletter.  If you want to sign up, you can click here and drop your email address into the subscription box.

Persuader Rule: The Window is Closing on an Important Date for HR #SHRM16

New blog up over on the CUE blog that contains some very important information about the Department of Labor persuader rule and employer compliance.

Earlier this month, the Department of Labor created a very brief “grandfather” period for persuader agreements entered into BEFORE July 1, 2016.   

If you are interested in joining CUE while this very limited  this window period is open, it’s simple. Just go to the CUE website and fill out our contact formlimited window

For more information on this rule,  you can go to the LRI websitehere or the DOL website here.

The Department of Labor (DOL) recently changed what it considers reportable “persuader” activity under the Labor-Management Relations Act. Any agreements entered on or after July 1, 2016 with attorneys or consultants to provide a number of common services (supervisor training, drafting of employee communications and certain policy materials, providing union avoidance-related planning help, to name just a few) must be reported to DOL, will trigger other, broader labor relations reporting for the attorneys or consultants, and will be publicly disclosed. Although CUE is exempt from many of these reporting requirements as a trade association, we believe it is prudent for CUE and for you to have this document on file.

In June 2016, the DOL clarified how it will handle agreements entered into before July 1, 2016. Andrew Auerbach, the Deputy Director in charge of reporting, stated the DOL’s position that:

“Services and payments made pursuant to a multi-year agreement, even if they occur after July 1, are not required to be reported on the new Form LM-20, so long as the agreement was signed prior to July 1.”

 

I know this reporting requirement may be confusing, especially if you haven’t been following it closely. Please don’t hesitate to contact Michael VanDervort at 1-210-545-3499 if you have any questions or concerns. Whether you join CUE right now or not, I strongly encourage you to contact your own labor counsel for guidance on this matter if you have not already discussed it with them.