President Biden wasted little time taking action on his prolabor agenda and the impact to employers will be profound. From the immediate dismissal of the National Labor Relations Board (NLRB) General Counsel on day one, to a series of Executive Orders and the long-promised pro-labor legislation to follow, it’s clear that this administration is willing to advance the causes of organized labor. The time is now for employers to prepare.

In our last Intelligence Briefing we highlighted key provisions of the PRO Act (Protecting the Right to Organize), which President Biden has publicly committed to passing and recommended that executives and government relations teams educate themselves on the impact to their organizations.

That legislation was introduced in the Senate on February 4th. Highlights of the PRO Act are outlined below for your reference.

We have identifed the next three actions we recommend in order to prepare your organization for what lies ahead. No longer should discussions about these threats remain confined to the executive suite, it is time to engage all leaders to maintain your culture, support your employees, and remain financially viable in 2021.

KEY COMPONENTS OF THE PRO ACT

Listed below are significant elements of the PRO Act that employers must know and be prepared to modify their existing strategies to address.

WHAT YOU NEED TO DO TODAY

STEP 1: DEVELOP INTERNAL CAPABILITIES

Creating internal resources that understand the impact of the PRO Act and other pro-labor legislation is paramount. Early detection of organizing vulnerabilities is paramount to success in this new environment and your leaders are in the best position to do just that. External support could be restricted in the new era we have entered, which make it imperative to develop your internal resources now. Implementing a robust leadership training program should start as quickly as possible.

STEP 2: PREPARE YOUR INTERVIEWERS

The most effective union campaigns often begin with internal organizers. Unions have long utilized organizers posing as legitimate candidates for open positions and use of this tactic is likely to increase. Ensure your hiring leaders and recruiters know what to look for, what they can (and can’t) ask and your legal rights.

STEP 3: LABOR RELATIONS TRAINING FOR HUMAN RESOURCES PROFESSIONALS

Many organizations that have never encountered third-party interference will be faced with those challenges in the coming months. Now is the time to upskill your Human Resources team so they are prepared to support your employees and managers with accurate information. Training your HR team now will enable them to detect shifts in employee sentiment sooner and be in a position to respond quickly to educate employees when needed.

NEXT STEPS

If you would like to learn more about the PRO Act, other pending legislative and regulatory threats to employers, and the detailed steps you should take to prepare, reach out to the experts at IRI Consultants.

Our next Intelligence Briefing in this three-part series will focus on employee rights and education as well as the steps you should take to address any vulnerabilities across your organization.

Have questions about how to proceed? Contact IRI Consultants at (313) 965-0350 for more information.

Contact us for the full intelligence briefing PDF download.