How to Legally Manage & Respond to Political Protests, Strikes and Absenteeism

webinar How to Legally Manage & Respond to Political Protests, Strikes and Absenteeism

You Will Learn:

  • Whether striking workers are protected under the National Labor Relations Act
  • What you as an employer can do to keep employees from walking out
  • Employers’ rules for monitoring employee’s political activities on/off the job
  • Whether an employer can terminate an employee for social media posts, joining political groups, or joining protests
Watch the pre-recorded web conference
$269.00
 

What can you “legally” do if your employees engage in political advocacy and refuse to report to work?

Strike4Democracy is planning more than 100 strikes across the U.S. in reaction to Trump administration policies. The first A Day without Immigrants was held Feb. 17th. The next, dubbed A Day without Women is scheduled for March 8th.

These strikes are likely to cause absenteeism in the workplace. Employers, regardless of their political beliefs, may seek to avoid work shortages, and walkouts, but need to exercise caution because in some circumstances participation constitutes protected concerted activity.

So, what can an employer do when employees participate in political protests? Do employees have a legally protected right to skip work to protest or support a political cause? If not, can an employer discipline employees who participate?

Learning Objectives

Learn the answers to such critical questions and many more in this practical, timely webinar. In just 75 minutes, you will learn:

  • Whether striking workers are protected under the National Labor Relations Act
  • What you as an employer can do to keep employees from walking out
  • Employers’ rules for monitoring employee’s political activities on/off the job
  • Whether an employer can terminate an employee for social media posts, joining political groups, or joining protests
  • How rules differ for management vs. non-management employees
  • What constitutes reasonable notice and whether Paid Time Off or vacation time should be made available
  • Dos and don’ts of disciplining employees

Product ID: 10968

Find Out What Rules Apply and How to Protect Your Organization from Legal Fallout!

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Faculty

Mark R. Flora
Mark R. Flora
Partner, Constangy, Brooks, Smith & Prophete, LLP

Mark is a Partner and the Office Head of the Austin office of Constangy, specializing in labor and employment law on behalf of employers. Mark began his career as in-house labor counsel for General Motors where he ultimately became responsible for all UAW related legal matters.  After fifteen years, he left for private practice where he continues to use and apply this practical foundation to the legal needs of his clients.

John E. Duke
John E. Duke
Senior Counsel, Constangy, Brooks, Smith & Prophete, LLP

John advises and represents regional, national, and international employers across the spectrum of industries in the full panoply of labor and employment matters.  In addition to advising employers on such union-related concerns as organizing campaigns, collective bargaining, and strikes, John also defends employers in representation and unfair labor practice cases before the National Labor Relations Board, handles labor issues in the federal courts, and has tried dozens of labor arbitrations.  He also represents employers before federal and state trial and appellate courts in single plaintiff, complex class/collective action employment litigation, and non-compete litigation.

Continuing Education Units

  • hrci

    HRCI – Receive 1.25 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org.

    “The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.”

  • shrm

    C4CM is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.50 PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.

Find Out What Rules Apply and How to Protect Your Organization from Legal Fallout!

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