Online Sessions:
  • February 5th and 6th
  • April 18th and 19th
  • July 8th and 9th
  • October 17th and 18th


Each session's recorded link will be available within 24 hrs after completion of each live daily session and will remain available to participants only for up to six months after the course ends. 

The Zoom.us registration link will be emailed to you and the Study Materials will all be shipped to you after you purchase and have paid for the program so that you have them ahead of the start date.

*Don't worry if you miss a class. The sessions are recorded so you can catch up.

Group Rates

Groups of four or more receive a 25% discount off the otherwise applicable rate. See registration form, call 201 871 0474 or email register@pmaconference.com to register groups.

Recertification Credits

15 credits for both HRCI and SHRM.

Cancellation Policy

Cancel up to 30 days in advance for a full refund. Thereafter, refund is 75% of registration fee. Registrations may be transferred to another person at no cost. Transfers to alternate dates/locations are generally available at no cost. Call for information if you wish to change dates/locations.

2-Day Labor Relations and Employee Engagement Certificate Program

All sessions online:
9 am - 6 pm Central Time

Click Here to Register: $1395 per Person

Moving Beyond the Dichotomy of Labor Unions versus Engaged Employees Certificate Program

With a new administration in office, there has been a dramatic change in the federal Labor Relations sector.  The New Executive Order on Worker Organizing and Empowerment has brought focus on encouraging and incentivizing unionization and collective bargaining.  Changes in the makeup of the NLRB and the EEOC, as well as a reinvigorated OSHA have dramatically increased the importance of these agencies for US businesses. This course will introduce you to federal labor relations law and regulations, its history and development, and where we are today in that context.  You will learn how to handle grievances and negotiations, avoiding common pitfalls and harnessing the potential of improved employee relations.   This program will address:

  • Labor Relations & Union Organizing
  • Union Process & Election Bars
  • Collective Bargaining
  • Effective Communication in Labor Relations
  • Alternative Dispute Resolutions
  • Union vs Non-Union Status

Employee relations should not be contentious. The second half of this course is focused on Employee Engagement the creation and maintenance of an enterprise consisting of happy and motivated people working in a diverse and innovative workplace, developing products that you and your community truly believe in. Being a part of a team in which goals are met and careers grow. Watching profits create new opportunities for you and your family. A workplace where everyone is engaged. Join us in this 2-day seminar and let us help you make this your reality.  Understanding the power of Employee Engagement and the benefits that come with it is the key to a winning business strategy.   It is time, especially now, with more and more employees becoming disengaged due to remote working and increased generational gaps, to learn how to design and sustain Employee Engagement at the workplace.  It is time to make that connection with Employee Engagement to increased Productivity, to increased Satisfaction, to increased Customer Service, and finally to increased Profits. Employee Engagement is one of the biggest challenges organizations face in the workplace today.  This is why seminars like this are being sought out to jump-start that excitement which creates winning teams and winning organizations. “Employee engagement is an investment we make for the privilege of staying in business.” – Ian Hutchinson During this seminar you will learn:

  • Employee Engagement Impacting your Business
  • Attitudes and Job Satisfaction Theories
  • Employee Engagement Leads to a Competitive Advantage
  • Employee Engagement Wheel
  • Employee Engagement Drivers
  • Factors Effecting Employee Engagement
  • The Cost of Employee Disengagement
  • Employee Relations
  • Lack of Employee Relations Leads to Unions
  • Collective Bargaining
  • Employee Engagement Creates a Winning Strategy

During this workshop and activities you will discover the truth of why Employee Engagement is the single driver which leads to business success and a winning culture.  This seminar will also give you the reassurance to create tools and guides that will help you achieve your Employee Engagement goals.  This necessary seminar will benefit you, your team, your leadership, and even your C-Suite by explaining the importance of Employee Engagement and how it increases:

  • Organization’s Human Capital
  • Diversity and Innovation
  • Employee Branding
  • Employee Value Proposition
  • Employer of Choice
  • Positive Company Culture

  With our expertise and insight, we will help you assess your situation, reflect & align your goals, create a budget that fits your department, generate your winning strategy, implement to your team efficiently, and finally evaluate your results. Now it’s to time to open your eyes and become that beacon of hope and success your company needs!

Day 1 – 9:00 am – 6:00 pm (Central Time)

  • 11:15 pm – 15 minute break
  • 1:00 pm – 60 minute lunch break
  • 4:00 pm – 15 minute break            

Day 2 – 9:00 am – 6:00 pm (Central Time)

  • 11:15 pm – 15 minute break
  • 1:00 pm – 60 minute lunch break
  • 4:00 pm – 15 minute break

Day 1

Labor Relations The Rise of Labor Unions in the U.S Formation of the Knights of Labor -1869 The Sherman Anti-trust Act – 1890 The Clayton Act – 1914 The Railway Labor Act – 1926 Norris LaGuardia Act – 1932

  • Yellow Dog Contracts
  • Court Injunctions

The National Labor Relations Act – 1935

  • Concerted activities

The Labor Management Relation Act – 1947

  • Featherbedding
  • Closed shops
  • Secondary boycotts
  • Jurisdictional strikes
  • Hot Cargo agreements
  • Right-to-work states vs. Forced Unionism states

The Labor Management Reporting and Disclosure Act The National Labor Relations Board Major Functions of the National Labor Relations Board

  • Oversee union elections
  • Investigate and resolve Unfair Labor Practices (ULP)

Unfair Labor Practices

  • Employer Unfair Labor Practices
  • Union Unfair Labor Practices

The Structure of Union Organizations

  • Local Union
    1. Business Representative
    2. Union Steward
  • National or International Unions
  • The Federation of Unions

How Unions Acquire the Right to Represent Employees

  • Union Organizer’s Role
  • Union Authorization Card 
  • Union Campaign Tactics
    1. Internet
    2. Home visits
    3. Inside Organization
    4. Salting
    5. Meetings
    6. Leafleting
    7. Media
    8. Picketing
  • Petition
  • Hearing
  • Witness and Subpoenas
  • Decision and Direction of Election
  • Stipulated or Consent Elections
  • Voter Eligibility
  • The “Excelsior List”
  • Official Election Notices
  • The “24 Hour” Rule 

Bars to Election

  • Contract Bar
  • Statutory Bar
  • Certification Bar
  • Blocking-Charge Bar
  • Voluntary Recognition
  • Prior-Petition Bar

What a Supervisor Can and Cannot Do;  No Solicitation and No Distribution Rule;  Voting Process;  Decertification vs. Deauthorization Process;  Collective Bargaining;  Operating under a Collective Bargaining Agreement;  Weingarten Rights; Collective Bargaining Positions
 
Collective Bargaining Strategies

  • Single unit Bargaining
  • Parallel Bargaining
  • Multi-employer/Coalition Bargaining
  • Multi-unit/Coordinated

Collective Bargaining Subjects

  • Mandatory 
  • Illegal
  • Voluntary

Collective Bargaining Agreement Topics

  • Economic Topics
  • Union Security Clauses
  • Union Shop
  • Agency Shop
  • Closed Shop
  • Open Shops
  • Maintenance of Membership
  • Dues check-off
  • Zipper Clause
  • Grievance Process

Strikes & Other Terms

  • Reasons for Strikes

Public Sector Labor Relations

  • Civil Service Reform Act
  • Federal Labor Relations Council

Strategies for Maintaining Non-Union Status

  • Sufficient Supervision
  • Communication, communication, communication
  • No Claims of High-Handed Treatment
  • Consistent Treatment / No Favoritism
  • Lack of Abusive Language
  • Strong Written Rules & Policies
  • Consistent Application of Policies
  • Strong Competence in Leadership
  • Strong Personal Recognition
  • Strong Employee Participation
  • No Broken Promises
  • Recognize Seniority
  • Strong Grievance Procedure
  • Strong Identification of Mission, Vision, & Values
  • Strong Job Design
  • Do Not Ignore Complaints
  • Building and Sustaining a Culture of Trust and Teamwork
  • Provide Competitive Benefits and Fair Wages
  • Provide Safe Working Conditions
  • Treat Employees Fairly, Consistently, & with Respect
  • Cultivate Employee Engagement

Activities

  • Union Certification Activity
  • Union Decertification Activity
  • Union Deauthorization Activity

Day 2

 Employee Engagement

  • What is it?
  • Why now?
  • Employee INVOLVEMENT
  • Employee PARTICIPATION
  • Employee COMMITMENT
  • Employee ENGAGEMENT

Activity

  • Employee Engagement Activity

4 Stages of Employee Engagement

  • Growth – How can we grow?
  • Belonging – Do I belong?
  • Give – What do I give?
  • Get – What do I get?

Employee Attitudes and Satisfaction Job Satisfaction Theories

  • Affect Theory
  • Two-Factor Theory
  • Job Characteristic Theory
  • Dispositional Theory
  • Discrepancy Theory
  • Fulfillment Theory
  • Equity Theory
  • Maslow’s Needs Hierarchy Theory

 Activities

  • Job Satisfaction Activity

Satisfaction & Productivity EE Engagement Responsibility

  1. CEO
  2. Leadership Team
  3. Management
  4. Employees
  5. HR

Employees Engagement & Organizational Competitive Advantage

  • Human Capital
  • Creativity and Innovation
  • Diversity & Inclusion
  • Employee Branding
  • EVP (Employee Value Proposition)
  • Employer of Choice
  • Corporate Social Responsibility
  • Positive Organizational Culture

Organizational Culture

  • Climate vs Culture
  • Cultural Norms
  • Cultural Artifacts
  • Cultural Values
  • Shared Assumptions

Activities

  • Org Culture Activity

Employee Engagement Wheel

  • Assess
  • Reflect & Align
  • Create Budget
  • Strategy
  • Implementation
  • Evaluate

Assess

  • Create Committee
  • SWOT Analysis – Identify weaknesses in organization
  • Pulse Surveys/Engagement Surveys/Attitude Surveys
  • Interviews/Questionnaires 
  • Simple vs Stratified Random Sample (Silo Effect)
  • Confidentiality/Anonymity 
  • Exit Interviews/Suggestion System
  • How to Create Guest Surveys
  • What is a Promoter Score? Why is it important
  • Outsourcing 

Activities

  • Assess Activity

 Reflect & Align

  • Increase Employee Retention
  • Increase Human Capital/Experts
  • Increase Productivity
  • Increase Morale
  • Decrease Accidents
  • Increase Emp Satisfaction
  • Increase Emp Loyalty
  • Increase Guest Satisfaction
  • Increase Organization Culture
  • How to Prioritize (Important vs. Urgency)
  • Provide Transparent Communication

Budget

  • Activity Based Budget (1 time)
  • Zero Based Budget (Reoccurring)
  • Incremental Based Budget (Reoccurring based on previous)
  • Formula Based Budget ($ per EE)
  • How much should you spend?
  • Obtain Approval

Strategy

  • Benefits of Strategic Planning
  • Creates longevity for the program
  • Creates comfortability with change
  • Encourages forward thinking
  • Creates common vision and goals
  • Ensures profitability during risky times
  • What not to do..
  • What to do…

Implement

  • 6 Steps how HR can help employees through Transition
  • Communicate
  • Timing 
  • Behavior
  • Rewards 
  • Leadership 
  • Defined roles  

Evaluate 

  • 7 Signs to look for if Employment Engagement Program is Working
  • Likert’s System 4 Questionnaire
  • Management Systems
  • System I         Exploitive Authoritative
  • System II        Benevolent Authoritative
  • System III      Consultant
  • System IV       Participative
  • Employees are more engaged with System IV Management
  • ROI CALCULATOR Activity (15FIVE)

Ideas to Create Drivers for Employee Engagement

  • Goals & Alignment
  • Career Growth
  • Mission & Purpose
  • Leadership
  • Diversity & Belonging
  • Wellness & Balance
  • Autonomy & Empowerment
  • Benefits & Compensation
  • Rewards & Recognition

Factors Effecting Employee Engagement

  • Top Leadership
  • Generational Issues
  • Virtual Times
  • Global/Cultural Differences
  • Personality Differences (Introvert vs Extrovert)

Ongoing & Maintaining Employee Involvement

  • Quality of Work Life Programs (QWL)
  • Job Empowerment
  • Self-Directed Work Teams
  • Quality Circles 
  • Job Re-Design (Job Enrichment)
  • Job Rotating/Cross Training
  • Incentives/Rewards
  • Alternative Work Schedules:
  • Full Time vs Part Time
  • Flex-Time
  • Job Sharing
  • Compressed Work Week
  • Hybrid based Work (Home vs Work)
  • Virtual Teams

Activities

  • Ongoing & Maintaining Activity

Disengaged vs Actively Disengaged Signs of Disengagement

  • Minimal Effort
  • Little Passion
  • Lack of Creativity
  • Increased Absence
  • Little Motivation 
  • Checked Out

Signs of Actively Disengaged

  • Disruptive
  • Very Miserable
  • Bad Attitude
  • Often Late or Ascent
  • Wastes Time
  • Undermines Workers

Reasons for Disengagement

  • Broken Promises from leadership or from company mission
  • Lack of leadership Buy-in/Trust
  • Burnout/Stress
  • Lack of Growth
  • Do what I say, not what I do 
  • Manager issues
  • Lack of Training
  • Lack of Tools/Resources
  • Poor Fit – mismatch with person and Job Description
  • Feeling devalued & unrecognized
  • Mergers/Acquisitions
  • Downsizing/Layoffs
  • Whistleblowers are not protected
  • Wrongful Terminations (Retaliation, Coerced Retirement, Corrective Discharge)

Cost of Disengagement

Activities

  • Disengagement Activity

How to Handle Disengaged Employees Employee Relations

  • Open Door Policy
  • Examples of Complaints to Employee Relations
  • Due Process
  • How to Handle a Complaint
  • Alternative Dispute Resolution
    • Negotiation
    • Mediation
    • Arbitration (Ad Hoc, Permanent, Tripartite)
    • Litigation (Rent-a-Judge, Mediation/Arbitration, Mini, Trials) 

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