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Join Gregg Kamer and Other Leading Labor Lawyers For a Free Webinar on Employer Responses to the NLRB's New Employee Rights Notice Posting

Volume 10, Issue 16
December 16, 2011

The January 31, 2012 deadline for covered employers to post the new employee rights notice mandated by the National Labor Relations Board ("NLRB") is fast approaching. As explained by Republican NLRB Member Brian Hayes, the employee notice posting is nothing more than a conjured-up unfair labor practice based on a new statutory employer obligation created by the Democrat-controlled NLRB to be imposed on millions of private sector employers simply to "reverse the steady downward trend in union density among private sector employees in the non-agricultural American workforce." How is your company responding to this new legal obligation and union organizing tool?

Please join our own Gregg Kamer and other distinguished management-side labor lawyers from member firms of the Worklaw® Network, the international network of premier management-side labor and employment law firms, for a free webinar on Thursday, January 12, 2012 from 10:30 a.m. to 11:30 a.m. PST to learn how your company can lawfully comply with the NLRB's new employee rights notice while minimizing its pro-union organizing intent. If any part of your company's workforce is not unionized, this program is a must view!

Space is limited, so click here to register and reserve your Webinar seat now. After registering, you will receive a confirmation email containing information about joining the Webinar. System Requirements PC-based attendeesRequired: Windows® 7, Vista, XP or 2003 Server Macintosh®-based attendeesRequired: Mac OS® X 10.5 or newer

Employer Report articles are for general information only; they are not intended and should not be construed to be legal advice. Reading or replying to such articles does not establish an attorney-client relationship. In addition, because the subject matters and applicable laws discussed in Employer Report articles are often in a state of change and not always applicable to every type of business entity or organization, readers should consult with counsel before making decisions based on the same.