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SHRM Recertification Provider and HRCI Approved Provider

Continuing Education Credits:

  • HRCI – 15 HR(General) Credits
  • SHRM – 15 PDC’s

Schedule: 10:00 AM – 6:00 PM Eastern Time on Both Days (Detailed Agenda Below)

Are you struggling with employee relations and looking to improve productivity, satisfaction, customer service, and profits? Look no further than our 2-Day Labor Relations and Employee Engagement Certificate Program Training!

In recent years, there has been a significant shift in the federal Labor Relations sector, and it’s crucial to stay up to date with these changes. Our course will introduce you to federal labor relations law and regulations, its history and development, and where we are today in that context.

But that’s not all – we’ll also teach you how to handle grievances and negotiations, avoid common pitfalls, and harness the potential for improved employee relations. We’ll cover labor relations and union organizing, collective bargaining, effective communication, alternative dispute resolutions, and more.

And the second half of our course is dedicated to Employee Engagement. We believe that employee relations shouldn’t be contentious – instead, we’ll help you create and maintain an enterprise consisting of happy and motivated people working in a diverse and innovative workplace. You’ll learn how to develop products that you and your community truly believe in and be a part of a team where goals are met and careers grow.

In today’s world, where remote working and generational gaps are leading to disengaged employees, it’s more critical than ever to understand the power of Employee Engagement. Our course will teach you how to design and sustain Employee Engagement in the workplace, leading to increased productivity, satisfaction, customer service, and profits.

Employee Engagement is one of the biggest challenges organizations face today, which is why seminars like ours are being sought to jump-start the excitement that creates winning teams and organizations. Join us for this 2-day seminar and let us help you make your workplace a winning team!

During the training, you will gain a comprehensive understanding of the legal and regulatory framework that governs labor relations in the United States. You will learn about the history and development of labor relations law and how it has evolved over time. With this knowledge, you will be better equipped to handle grievances and negotiations and avoid common pitfalls that can lead to conflicts and disputes between employees and management.

Moreover, you will be introduced to various techniques and strategies for improving employee relations, such as effective communication and alternative dispute resolutions. You will learn how to communicate with employees in a clear, respectful, and productive manner to foster a positive and engaging work environment. You will also explore various approaches to resolving conflicts and disputes, including mediation and arbitration, which can help to build trust and collaboration between employees and management.

By mastering these skills, you will be able to harness the potential of your workforce and create a workplace culture that promotes productivity, engagement, and success. You will be able to establish a healthy and collaborative relationship with your employees, which can help to improve retention rates, reduce turnover, and increase overall job satisfaction. Ultimately, you will be better equipped to navigate the complex world of labor relations and achieve success in your career.

“Employee engagement is an investment we make for the privilege of staying in business.”
– Ian Hutchinson

During this seminar you will learn:

Introduction to federal labor relations law and regulations
Labor Relations & Union Organizing
Union Process & Election Bars
Collective Bargaining
Effective Communication in Labor Relations
Alternative Dispute Resolutions
Union vs Non-Union Status
Employee engagement and its importance in the workplace
Creating and maintaining an enterprise with happy and motivated employees
Developing products that align with your values and those of your community
Teamwork, career growth, and goal achievement
Increasing productivity, satisfaction, customer service, and profits through employee engagement
Alternative Dispute Resolutions
Challenges faced by organizations in employee engagement and how to overcome them

During this workshop and activities, you will discover why Employee Engagement is the single driver leading 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

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 can 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


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

Day 2

Employee Engagement

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


  • 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


  • 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


  • Org Culture Activity

Employee Engagement Wheel

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


  • 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


  • 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


  • 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


  • 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…


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


  • 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 Affecting 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


  • 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’s 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


  • 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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