Updated to include information about protest activities, political displays and leaves of absence, as well as to enhance the Tips and Warnings sections.
An employer may use this policy to set the parameters for use of communication resources, particularly electronic resources, such as email, internet services and social media. The Email Policy for Collective Bargaining Agreement should be used in conjunction with an Acknowledgement and Consent Form.
An employer may use this Solicitation and Distribution Policy to manage the solicitation and distribution of information among employees and outsiders, usually in a non-union environment, and to establish guidelines for compliance with the National Labor Relations Act in a completely non-discriminatory manner.
An employer may use this clause in a collective bargaining agreement in order to protect their businesses from the harmful effects of a strike. Such policies represent an agreement between the employer, their employees and the labor union, that no strikes will occur during the period of the collective bargaining agreement, and sets forth the action an employer may take in the event the agreement is violated.
An employer may use this policy to communicate the grievance procedure for a collective bargaining agreement. If an employer has unionized employees, the grievance process will involve the employee, union representatives and management representatives.
An employer may use this policy to expressly reserve certain rights and responsibilities to management. A management rights policy should be communicated to employees when provided with the collective bargaining agreement.
An employer may use this form to notify employees and other parties involved in a grievance claim of a scheduled grievance hearing. The notice should be delivered in writing to avoid claims that a party was not properly informed.
An employer may use this policy to express its interest in remaining non-union. A written and published policy is a best practice for communicating this view. It is also helpful for the employer to have a written and published policy for defending against potential unfair labor practice charges alleging that the employer's communications on the subject contained threats or promises.
Templates to help you create legally compliant documents relating to labor relations.
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